Digital Commons Network^™

An Examination Of The Antecedents And Outcomes Of Diversity Initiative Fatigue, Kennedy London Hammonds

Masters Theses & Specialist Projects

The purpose of my study is to examine the relationship between attitudes toward Black, Indigenous, and People of Color (BIPOC), cynicism towards organizational change, diversity initiative fatigue, and unit diversity climate. It was hypothesized that negative attitudes toward BIPOC will be associated with cynicism toward organizational change and diversity initiative fatigue will mediate that relationship. It was also hypothesized that unit diversity climate will moderate the relationship between negative attitudes toward BIPOC and diversity initiative fatigue and moderate the relationship between negative attitudes toward BIPOC and cynicism toward organizational change. To examine these relationships, a survey was distributed to WKU …

The Role Of Motivation In Employee Disposition And Choosing To Act Among Manufacturing Employees: A Grounded Theory Of Discretionary Effort, Shawn Michael Andrews

Dissertations

Managers are often tasked to accomplish more with the resources at their disposal. Doing more with less is especially associated with the manufacturing industry providing a rich and relevant backdrop for study. Understanding discretionary effort as a resource, how it manifests, and when and how manufacturing employees choose to do more than is required is key to achieving results in an increasingly competitive and evolving industry. This constructive grounded research study investigated how 25 non-salaried manufacturing employees conceptualized how and why they chose to engage in activities that were considered above and beyond job role expectations. Extant literature was considered …

Coachmotivation: Leveraging Motivational Interviewing Methodology To Increase Emotion Regulation Ability In The Workplace, Michael R. Nelson

Industrial-Organizational Psychology Dissertations

Emotions are complex, powerful states that both positively and negatively impact personal and professional human experiences. One’s ability to regulate their emotions has been related to desirable organizational outcomes such as (a) decreased counterproductive work behaviors (CWBs), stress, and negative emotions and (b) increased well-being, coping abilities, and job satisfaction. However, appropriate workplace interventions that increase perceived emotion regulation (PER) abilities continue to be limited. Stemming from Motivational Interviewing (MI), CoachMotivation (CM) is a modified form of organizational coaching that translates core practices of clinical MI interventions (i.e., OARS: open questions, affirmations, reflections, summary statements) into coaching conversations in the …

Organizational Change Process Milwaukee - Intervention Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

This Intervention Overview draws heavily from Building Cultures and Climates for Effective Human Services: Understanding and Improving Organizational Social Contexts with the ARC model, Oxford University Press (2018). This book was written by Drs. Anthony Hemmelgarn and Charles Glisson based on 20+ years of intensive implementation and research experience within child welfare and mental health organizations. Dr. Hemmelgarn consulted with the QIC-WD on this project and served as the ARC specialist in Milwaukee.

ARC is an organizational change process aimed at improving organizational culture and climate and the availability, responsiveness, and continuity of services in human service organizations. It …

Organizational Change Process Milwaukee - Intervention Background, Quality Improvement Center For Workforce Development

Other QIC-WD Products

What is ARC and why was it selected?

ARC stands for availability, responsiveness, and continuity and is an organizational change process. It is aimed at improving the organizational culture and climate and the availability, responsiveness, and continuity of services provision in human service organizations. ARC involves three primary strategies:

1. embedding five core principles of effective organizations into all aspects of organizational functioning;
2. installing most (but not necessarily all) of 12 key organizational component tools and processes to improve services in accordance with the five principles; and
3. building mental models and shared beliefs that support the successful application of ARC principles …

Chapter 1: Organizational Climate Change: Diversity, Equity, Inclusion, And Belonging, Abeni El-Amin Ph.D.

Management Faculty Publications

Increasing knowledge and understanding of diversity and inclusion is a continuous process. Appropriately, the organizational chief diversity officer (CDO) provides leadership by implementing strategic business and planning process solutions. The CDO’s role presents a unique opportunity for organizations to support the CDO with an onboarding and mentoring framework. Additionally, the role of the chief diversity officer is to mitigate workplace stress. Further, the impact of industrial and organizational psychology on cultural assimilation practices in the workforce improves the understanding of behavioral factors of group dynamics. As a result, group dynamics impact diversity and inclusion initiatives. Provided are recommendations to support …

Organizational Change Process Milwaukee - Theory Of Change, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. In Milwaukee, the theory of change was driven by the results of the Organizational Social Context (OSC) Measure administered during the needs assessment process. More specifically, the OSC showed that there were several aspects of both culture and climate that were in need of improvement, including 1) a hierarchical and rigid decision-making structure, 2) high role conflict and change resistance within …

Indirect Effects Of Social Stressors, Emotional Labor, And Voice Facets On Attitudinal And Behavioral Outcomes Through Burnout, Maria Alejandra Flores Espina

Browse all Theses and Dissertations

Though researchers have found that burnout results in lower performance and can lead to employee turnover, this research has mainly examined main effects. It is important to study both additional antecedents and outcomes of burnout to better understand how to recognize burnout symptoms early, why they are occurring, and how to mitigate burnout. Also, it is important to examine underlying mechanisms and moderating effects between antecedents of burnout, burnout, and attitudinal and behavioral outcomes. I examined indirect effects of customer-related social stressors and emotional labor on job attitudes and withdrawal behaviors through burnout and moderation effects of voice perceptions on …

Break The No Lunch Break Habit, Mayleen Gonzalez

Honors Undergraduate Theses

A plethora of extant research focuses on the positive outcomes of recovering from the workday. However, since the COVID-19 pandemic, there has been more of a focus on how employees can recover during the workday as individuals are regularly experiencing pressure from the workplace. This thesis explicitly explores the relationship between various lunch break habits (e.g., eating during one's lunch break, not eating during one's lunch break, multitasking during one's lunch break) and psychological wellbeing, physiological strain, and counterproductive work behaviors (CWB). To add to the current research, the impact of ego depletion on the relationship is also studied. A …

The Influence Of Psychological Safety On Leadership Attitudes And Beliefs In College Students, Ján Koperniech

Graduate Theses/Dissertations

The goal of the present study is to examine whether there is a link between experiences of psychological safety and certain beliefs and attitudes college students have about organizational leadership. While the locus of most of the research on psychological safety is the workplace, this study examines the effects of psychological safety in three environments: home, school, and work. One-hundred and ninety-nine psychology students reported their experiences and attitudes by completing an online survey. The results showed no significant relationship between psychological safety and systemic and hierarchical beliefs about leadership. The findings, as well as recommendations for future research, are …

The Dialectics Of Ambivalent Identification In The Supervisor-Subordinate Dyad, Barret Vermilion

Electronic Theses and Dissertations, 2020-2023

Ambivalent interpersonal relationships in organizations are known to have deleterious effects on employee health and wellbeing, work performance, counterproductive work behaviors, and more. However, little research has examined ambivalent relationships in the supervisor-subordinate dyad. In the present study, I contribute to the supervisor-subordinate literature by examining the interaction between abusive supervision and supervisor support. Furthermore, I extend past findings by investigating the mediating role of ambivalent supervisor identification, hypothesizing that support in an otherwise abusive supervisor relationship will lead to ambivalent supervisor identification and, consequently, negative health outcomes. Finally, I explore the role of dialectical thinking style, an Eastern mode …

Worker Experience A Year Into Covid: Job Demands And Resources In The Philippines, Emerald Jay D. Ilac, Jaimee Felice Caringal-Go, Ma Tonirose De Guzman Mactal, Mendiola Teng-Calleja

Psychology Department Faculty Publications

This study aimed to examine the positive and negative job characteristics that impact employees’ working experience in a country located in the Global South during the COVID-19 pandemic using the job demands and resources (JDR) theory as a framework. Data collection happened approximately one year after the onset of the COVID-19 pandemic in the Philippines. Data came from a qualitative online survey of 122 workers which was then subjected to thematic analysis. For both demands and resources, four superordinate themes emerged: intrapersonal, interpersonal, work or task-related, and organization- related. Intrapersonal job demands included health and safety, and the complexity of …

Organizational Change Process Milwaukee - Implementation Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Implementation Team

The QIC-WD worked with the Division of Milwaukee Child Protective Services (DMPCS) to establish an implementation team to lead the development and implementation of the workforce project. The implementation team was composed of representatives from Human Resources; Quality Assurance; DMCPS frontline staff, supervisors, and administrators; Department of Children and Families state office leaders, the Site Implementation Manager (SIM), and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation).

The implementation team met monthly, face-to-face for the first year of the project. During these meetings, the SIM led the team in discussions about intervention development, implementation …

Organizational Change Process Milwaukee - Site Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Division of Milwaukee Child Protective Services (DMCPS) of the Wisconsin Department of Children and Families (DCF) has approximately 185 State employees, responsible for the delivery of child protective services and ongoing case management services through contract agencies in Milwaukee County. DMCPS performs intake and investigative functions, while ongoing casework is managed by partner agencies in the community.

The majority of DMCPS staff work in the Access Section (hotline) and the Initial Assessment Bureau (IAB). Within the IAB was a constellation of Initial Assessment Specialists (IAS), mentors, supervisors, and program directors, who are led by the Bureau Director. While the …

Fostering Perceived Organizational Support During Organizational Change, Linda Shanock, Joann Shehani Peiris, Alexandra M. Dunn, Haley Woznyj

River Cities Industrial and Organizational Psychology Conference

Dealing with change is a regular occurrence for organizations these days. Whether organizations must react to an unplanned change or have time to proactively think through the implementation of a planned change, it is important for organizational representatives (e.g., supervisors, executives, HR professionals) to recognize that the change can and will affect their employees. No matter the type of change, employees are likely to feel uncertainty, anxiety, and stress through the change process and may also think of quitting. Despite literature pointing out that support can be helpful during change, there is not much literature on how employees feel supported …

Non-Financial Aspects Of Perceived Affordability Improvement, Taylor Yeazitzis, Amelia K. Falcon, Kristin Weger

River Cities Industrial and Organizational Psychology Conference

Affordability within industry has grown in interest over the years as organizations strive to balance performance and cost effectiveness in projects. The desire to produce high quality outputs while adhering to budgetary and schedule limitations has led to a shift in focus that emphasizes improving affordability through organizational changes and practices. There are often variations in perceptions of applications and best practices in regards to affordability improvement. These variations may lead to misunderstandings between individuals, teams, and organizations when implementing a strategy to improve affordability. The purpose of the current study is to ascertain how individuals within the National Aeronautics …

The Meaning Of Leadership For Leaders Of Private Universities In Indonesia, Immanuel Yosua, Juliana Murniati, Hana Panggabean

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

Leading a university is generally more complex than a business organization, as the situation requires the presence of a leader who not only meets the criteria but is also willing to lead, a very rarely found combination in universities. Interestingly, although it is not easy to find academics with such qualities, these people still exist because they see the importance of leading for the survival of the organization. Therefore, it becomes interesting to understand how they ascribe meaning to their leadership amid the difficulties they must deal with. This study was conducted using in-depth interviews with 13 academic leaders to …

Organizational Change Process Milwaukee - Evaluation Overview, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The QIC-WD evaluation was conducted with the support of the Division of Milwaukee Child Protective Services (DMCPS) to determine if an Organizational Change Process intervention (Availability Responsiveness Continuity or ARC) was effective in improving workforce and child welfare outcomes.

Research Questions

Process Evaluation

1. Did the ARC purveyor follow the training curriculum with fidelity and quality delivery?
2. Did the ARC Team Leaders follow the ARC implementation model with fidelity and quality?
3. Were participants satisfied with the quality of leadership, training, and group dynamics?
4. Did participants learn the required concepts and skills?
5. What were the mediators of fidelity and training outcomes?
6. Did …

Racial Dissimilarity And Employee Attitudes And Behaviors: The Moderating Role Of Competitive Work Environment And Social Support, Sydney Green

LSU Master's Theses

Racial diversity within public and private organizations is a controversial topic: many companies are encouraged to make their team racially representative of the general public while also maintaining productivity. At the same time, research suggests that increasing racial diversity may have a negative influence on desirable work-related outcomes, especially if employees perceive themselves to be racially dissimilar from their coworkers. In attempting to increase racial diversity, organizations may leave some of their employees experiencing negative consequences related to being the only employee of a particular racial minority group (e.g., Black). These types of circumstances and their negative consequences adds to …

Profiles And Culture: Multi-Level Latent Profiles Based On Personality Traits And Facets And Profile Influences On Performance Outcomes Across Cultures, Weiwei Liu

Theses and Dissertations

Personality research has traditionally adopted a variable-centric approach but recently more studies have adopted a person-centric approach. A person-centric approach can provide additional insights in that it explores for multiple unobserved subgroups within a population and examines the extent to which relationships may differ across subgroups. The current study adds to this growing area in four ways. First, studies have attempted to identify common personality profiles, but results have been inconsistent and very few studies have examined work-relevant samples. The current study addresses this issue based on a large sample that is diverse in terms of industries, occupations, and countries. …

Ethical Ai Leadership, Diana Wolfe, Mintay Misgano, Justin Wang

School of Psychology, Family, and Community Research Conference

The present theoretical framework evaluated the literature on artificial intelligence (AI) ethical frameworks and assembled leadership guidelines for facilitating ethical AI practices. The recommended leadership behaviors are in alignment with the ethical pillars of transparency, non-maleficence, justice, and privacy. Leaders foster ethical AI utilization in organizations by sharing appropriate information, protecting others from harm, creating fairness, and respecting confidentiality. Given the increased implementation of AI in organizations, more research is needed to understand the impacts of leader behaviors on ethical AI practices.

From Managing Nurses To Serving Nurses: The Case For Transfusing Nursing Management With Servant Leadership During The Global Covid-19 Pandemic, William P. Jimenez, Seterra D. Burleson, Matthew J. Haugh

Psychology Faculty Publications

No abstract provided.

Laughter As A Priming Agent For Change, Linnea M. Heintz

Graduate Theses and Dissertations

The purpose of this study was to analyze the importance of laughter as a factor in influencing employee job satisfaction ratings. The Job Satisfaction Survey (Spector, 1985, 1997) and pulses of laughter were used in this study. To explore the relationship between laughter and job satisfaction, results of the Job Satisfaction Survey (Spector, 1994) were collected quarterly (four times a year) for three consecutive years, beginning six months prior to the start of the two-year study and six months post. The study sample was composed of 545 employees (34% male, 66% female) operating out of 10 employee-owned retail chain locations …

The Weight Of Scope, Pace, And Practices Of Organizational Change During Evaluations Of Acceptance Of Organizational Change, Lewis Schneider

Electronic Theses, Projects, and Dissertations

Understanding organizational change and the factors associated with it has become paramount as organizations face an increased need to adapt to stay competitive. Because of this necessity of organizational change, employee acceptance of this change is even more important to garner than ever before. The negative effects of organizational change, however, make this task difficult to accomplish. Although the literature points to scope of change, pace of change, and organizational practices as factors that can affect acceptance of organizational change, until this study, it was unknown which of these variables held the most weight in affecting attitudes towards change. In …

Exploring The Effects Of Coworker Ostracism On Feedback Inquiry And Voice: The Mediating Role Of Proactive Motivation, Ethan G. Rothstein

Dissertations, Theses, and Capstone Projects

Coworker ostracism occurs when employees perceive that their coworkers are ignoring or excluding them. The current work examines how coworker ostracism predicts feedback inquiry and voice, two proactive behaviors important for individual and organizational success. Specifically, I explored whether these relationships are mediated by three proactive motivation states: organizational identification, control appraisal, and positive affect. I also examined whether political skill and perceived organizational support (POS) moderated the relationships between coworker ostracism and proactive motivation states, as well as the proposed indirect effects. I collected data from 309 participants via TurkPrime, using a two-wave lagged design with measurements separated by …

Getting Crafting When You're Bored: The Interaction Between Personality And Boredom, Jamie Striler

Electronic Theses and Dissertations, 2020-2023

Researchers have proposed job crafting as a solution for alleviating the pervasive issue of workplace boredom. This multi-study dissertation sheds light on the relationship between boredom and job crafting while considering the role of three personality traits: proactive personality, extraversion, and promotion focus. Study 1 utilized a cross-sectional design that measured employee perceptions of boredom along with subject matter expert (SME) ratings of these jobs as boring. The experiment run in Study 2 induced boredom to test its impact on job crafting along with measuring personality. Results did not support the hypotheses that the links between boredom and three dimensions …

Federal Employee Views Across Administrations: An Examination Of The 2010 Obama And 2018 Trump Leadership Capital And The Perceptions Of The Agency Employees, Dimple Sunayna Johnson

West Chester University Doctoral Projects

One of the many responsibilities of the president is the management of the expansive federal government. From agenda planning to reform implementation, a political leader can impact the federal employees’ job role. The federal government, however, does not administer alone, top-down mandates are managed by tiers of management, with the front-line supervisors acting as the liaison to federal employees. Understanding a president’s leadership capital alongside the federal employee perceptions of job satisfaction and supervisory support can provide opportunities to gain insight into establishing and maintaining a public sector landscape that is effective and efficient.

The study consisted of a quantitative …

Will It Be Ok Boomers?: Effects Of Precarious Work On Older Job-Insecure Workers, Alissa (Gebben) Neal

Electronic Theses and Dissertations, 2020-2023

The changing nature of work, in conjunction with union power decline, has resulted in increasing levels of job insecurity and precarious work among the global workforce (Benach et al., 2014; Hoffman et al., 2020). Additionally, research has shown that older workers experience work differently than younger workers (Ng & Feldman, 2012), and represent 44% of the workforce in the United States (Bureau of Labor Statistics, 2020). The present study explores the extent to which the confluence of precarious work and age creates a scenario where these workers respond to job insecurity in ways which differ from what is typically depicted …

Confidence In Organizational Science Procedures: Development And Measurement Of A Novel Construct, Alice Pyclik

Browse all Theses and Dissertations

Adopting organizational science recommendations can lead to beneficial outcomes, but there is a gap between what scientists recommend and what managers do. This research introduced the construct of confidence in organizational science procedures (COSP), which refers to an individual’s belief that organizational science findings a) are accurate, b) are important, and c) should be applied in organizations. In addition to introducing COSP, the purposes of this research were to develop a measure of COSP and test hypotheses related to the nomological network of this construct. First, 29 participants completed an item sorting task, providing content validity information for the COSP …

Video Meetings In A Pandemic Era: Emotional Exhaustion, Stressors, And Coping, Betty J. Johnson

Antioch University Dissertations & Theses

In the first quarter of 2020, societal upheavals related to the COVID-19 pandemic included employers’ work-from-home mandates and an almost overnight adoption of video meetings to replace in-person meetings no longer possible due to contagion fears and social distancing requirements. This exploratory study aimed to address, in part, the scientific knowledge gap about video meetings as a source of emotional labor. The study used mixed methods to explore three hypotheses concerning how the contemporary use of video meetings related to emotional exhaustion, stressors, and coping. Data were gathered through an online survey questionnaire. Emotional exhaustion, the dependent variable in the …