Digital Commons Network^™

Mentorship As A Catalyst For Change Readiness: A Qualitative Study Of How Effective Mentoring Mitigates Burnout And Turnover During Organizational Transformation, Jeffery M. Camp

Journal of Online Mentoring

This qualitative study examined how effective mentorship mitigates burnout and attenuates turnover intention during organizational change, foregrounding the perspectives of experienced mentors. Drawing on Biggs’s presage–process–product (PPP) model, data were collected through semi-structured interviews (n = 12) and two focus group discussions (n = 6 each), engaging 18 unique mentors employed in organizations with 1,000 or more employees. Thematic analysis following Braun and Clarke’s six-phase protocol yielded four themes: (1) mentorship as strategic facilitation of organizational change; (2) mentorship as provision of emotional and psychological support; (3) empowering mentees through relationship-building; and (4) applying adaptive and reflective strategies. …

The Nine-Block Pyramid: A Structural Framework For Cultivating An Ai Adoption Mindset Culture At Enterprise Scale, Ahmad Masri

Communications of the IIMA

Enterprise artificial intelligence (AI) adoption is nearly universal in name but shallow in practice: a large majority of organizations now use AI in at least one business function, yet only a small minority have scaled it enterprise-wide, and leadership commitment rather than technology is repeatedly cited as the binding constraint. This conceptual paper argues that AI adoption is fundamentally a mindset-culture problem, not a tooling problem, and proposes a nine-block pyramid as a practical framework describing a sequencing heuristic, anchored in established organizational-behavior theory, for the cultural conditions an enterprise should build to sustain an AI adoption mindset: (1) Enterprise …

Skin Is In: Promoting Breastfeeding Through Immediate Cesarean Skin-To-Skin, Autumn Spencer

All Doctor of Nursing Practice (DNP) Scholarly Projects

Problem: The Association of Women’s Health, Obstetric and Neonatal Nurses (AWHONN) and the American College of Obstetricians and Gynecologists identify immediate, uninterrupted skin-to-skin contact as a standard of care that improves neonatal stability, breastfeeding outcomes, and maternal satisfaction. Despite these recommendations, timely initiation following cesarean birth remains inconsistent. At the project site, skin-to-skin initiation averaged 72 minutes after birth, exceeding the 10-minute benchmark, and exclusive breastfeeding rates were below the national standard of 70%. Contributing barriers included workflow variability, unclear role expectations, and inconsistent communication.

Aim of the Project: The aim of the project was to improve infant and maternal …

Leading Healthcare Improvement: An Implementation Strategy, Kelley Arredondo, Anthony Ecker, Lindsay Vaclavik, Jacquelene Shahin, Ashley Thompson, Molly Horstman, David Ramsey, Kyler M Godwin

Faculty, Staff and Students Publications

Introduction: Healthcare professionals often implement quality improvement (QI) initiatives but lack training to implement and sustain QI initiatives. Leading Healthcare Improvement (LHI) is a course that combines principles from change management, team science, and leadership effectiveness into an implementation strategy to enable clinicians to lead sustainable change.

Methods: LHI is a 6-session, 4-month interactive training. Learners work on an active QI project throughout the course. A Wilcoxon signed-rank test was conducted to evaluate pre- and post-course changes in learners' self-reported confidence across five QI competencies.

Results: Veterans Healthcare Administration clinicians and fellows completed the LHI pre- (n = 111) and …

A Guide To Change Management Using The Sarah Model, Sara Kern, Sarah Barbrow, Sarah Jane Dooley, Sarah E. Lester, Sarah Over

Library Scholarship

Academic libraries are the heart of colleges and universities and, as such, are often centrally involved in and impacted by changes in the greater higher education landscape. For those working in these spaces, familiarity with strategies for managing change is essential to support yourself and others during especially turbulent times. The SARAH model, described below in bullet points with our modifications in brackets, offers a memorable way to understand responses to change, be they our own or others.

S - Shock or Surprise
A – Anger [Anxiety, Alert, or Anticipation]
R – Resistance or Rejection [Re-engagement, or Rationalization]
A - …

Leading Ai Adoption In Organizations: Introducing A Behavioral Human-Centered Approach, Shane Schweitzer, Devesh Narayan, Jack Mcguire, David De Cremer

Research Collection Lee Kong Chian School Of Business

Initiatives to implement AI technologies in organizations fail at an alarming rate. We argue that leading the adoption of AI is not a simple engineering exercise but rather represents a behavioral exercise where change management principles—the process by which organizations plan, implement, and embed changes in practices—are employed. However, many AI initiatives in business focus predominantly on the AI systems themselves, assuming humans will fall in line. To solve this, we integrate ideas from change management with scholarship on human-centered artificial intelligence to offer a behavioral approach that accounts for the impact of AI adoption on humans at all stages …

Beyond Need: Exploring Readiness To Implement Change As A Predictor Of Nonprofit Capacity-Building Success, Bridget Y. Samuel

The Foundation Review

This mixed-methods exploratory study investigates whether organizational readiness to implement change predicts capacity-building success more reliably than the level of perceived need.

Using a six-factor readiness assessment measuring clear priorities, change management resources, time investment commitment, board engagement, systems infrastructure, and cash flow, data from 10 participating organizations reveal a significant correlation between readiness scores and early capacity-building outcomes.

The findings challenge three common field assumptions: that the greatest capacity-building need should drive selection, that capacity-building works uniformly across developmental stages, and that dysfunction can be addressed through “standard” capacity-building programming.

Change Management With Ethical Leadership, Sophia Rudisill Holmes

The Journal of Values-Based Leadership

Ethical leadership ensures organizational environments are created and nurtured to support complex dilemmas that surface during change management. Leaders and followers in particular can navigate change management with intentional advance planning guided by the motives of their heart. The motives of a leader’s heart is observed by the ethical practices of their core values. Morally leaders and followers core values inform their ethical behaviors. Furthermore, Christian leaders have access to biblical scripture which provides a roadmap for leaders and followers in the mastery of adapting and not resisting during change management. Biblical scriptures also provide examples of practices that solve …

Transformational Leadership And Change Management In Equity-Centered Nonprofit Organizations, Lisa M. Merchant

All Capstone Projects

This qualitative study explores how nonprofit leaders use transformational leadership strategies to respond to rapid or unprecedented change and how these behaviors contribute to resilient change management. Grounded in transformational leadership theory and change management frameworks, including Lewin’s three-stage model and Kotter’s eight-step model, this study examines leadership practices within mission-driven organizations. Semi-structured interviews were conducted with nonprofit leaders representing organizations advancing equity in areas such as education, healthcare, economic opportunity, and social justice. Findings indicate that leadership during disruption in equity-centered nonprofit organizations is not episodic; rather, it is sustained, relational, and values-anchored. Leaders sustain organizational resilience by anchoring …

El Liderazgo Estratégico En La Gestión De Cambio Para La Innovación En Una Universidad Privada De Puerto Rico, Luis Javier Bosques Rodríguez

Theses and Dissertations

Esta disertación aplicada buscó determinar la importancia del liderazgo estratégico en la gestión de cambio para la innovación, según la percepción de los administradores académicos (rectores, decanos y directores) en una universidad privada de Puerto Rico. Se planteó que, en el contexto de una educación superior que enfrenta retos como desastres naturales, pandemias y exigencias tecnológicas, los líderes deben tener una visión estratégica clara para guiar a sus instituciones hacia la innovación y la competitividad.

El investigador propuso examinar cómo estos líderes comprenden y aplican conceptos clave de liderazgo estratégico en la gestión de cambio e innovación. A través de …

Planes De Sucesión En Los Hospitales De La Región Metro De Puerto Rico, Eddie Correa Medina

Theses and Dissertations

Esta disertación aplicada ha sido diseñada con el propósito de conocer las percepciones, experiencias, vivencias y conocimientos de los líderes y gerentes en enfermería sobre la implementación de los planes de sucesión en los hospitales del área metropolitana de Puerto Rico. La utilidad de esta investigación parte del argumento que tienen estos planes para mejorar la retención de empleados, facilitar la transferencia de conocimientos, evitar la rotación excesiva en puestos críticos, entre otros elementos. En el primer capítulo se presentó la introducción de la disertación, lo que incluyó aspectos como el propósito, objetivos, audiencia, rol del investigador, contribuciones al campo …

Manejo De Oportunidades En Tiempos De Crisis: Liderazgo Y Cambios En Una Organización -Estudio De Caso, Maria Valente

Theses and Dissertations

Esta disertación aplicada fue diseñada para proporcionar informaciones relevantes sobre situaciones de crisis que amenazan la supervivencia de las organizaciones. Además, busca comprender los fenómenos que desarrollan las crisis y explorar los resultados significativos del liderazgo en tiempos de crisis.

Se empleó un diseño de investigación cualitativa. Los elementos descritos en esta investigación cualitativa evalúan el impacto de las situaciones de crisis, describiendo cada etapa y factores intrínsecos y extrínsecos que son responsables por la desestabilidad en la organización.

En este estudio se identificaron las prácticas de liderazgo y los proyectos estratégicos que permiten planificar oportunidades de cambio en el …

The Influence Of Servant Leadership On Team Adaptability During Organizational Change, Mark Lloyd L. Leyva

M.S. in Leadership

Organizational change, an inevitable element of modern workplaces, often introduces stress, uncertainty, and the need for resilience among employees. This study investigates the impact of servant leadership on team adaptability during such transitions. Servant leadership, characterized by empathy, empowerment, trust-building, and support, presents a human-centered alternative to traditional, authority-driven leadership models that prioritize compliance. This research explores how servant leadership behaviors foster resilience, engagement, and adaptability within teams experiencing organizational change. A mixed-methods approach will be utilized, combining quantitative surveys to measure employee adaptability and engagement with qualitative interviews to delve into perceptions of servant leadership behaviors. Existing literature suggests …

The Failure Of Change Management Projects In Strategy Implementation, Brandon S. Cupp

Doctoral Dissertations and Projects

Change management is critical to strategy implementation, yet organizations frequently struggle to integrate change initiatives, leading to high failure rates. This study explores the systemic challenges associated with change management projects within strategy implementation programs, identifying key factors contributing to success or failure. The research, using a flexible qualitative case study, examines the perspectives of executives, middle managers, and front-line employees in a U.S.-based public safety apparel company. Findings reveal that ineffective communication, insufficient training and support, lack of leadership accountability, employee resistance, generational and cultural differences, and misalignment between strategic vision and operational execution significantly contribute to change management …

Managing Change In Higher Education: Implementing Mobile Credentials Across Usnh, Amy R. Gray

M.S. in Leadership

As higher education institutions continue to embrace digital transformation, mobile credentials are emerging as an innovative solution for modernizing campus ID systems. Literature suggests that these digital versions of campus ID cards, stored on smartphones, offer enhanced security, operational efficiency, and a more seamless campus experience. This research project explored best practices and key factors necessary for implementing mobile credentials across the University System of New Hampshire (USNH), with a focus on leadership’s role in managing change. Using a mixed-methods approach—including case study analysis, a literature review, and survey research—this study examined best practices, challenges, and strategies for successful adoption. …

The Reality Of Transformation: A Case Study Of An American Community College Implementing Holistic Student Supports, Calie Marie Holden

Dissertations and Doctoral Documents, University of Nebraska-Lincoln, 2023–

This dissertation examines the implementation of Holistic Student Supports at a community college that served as an early adopter of this approach, providing insights into the decade-long process of transformational change. Against the backdrop of community colleges' ongoing efforts to improve completion rates, this study investigates how one institution navigated the implementation process, made necessary adaptations, and sustained reform efforts over time. Through document analysis, semi-structured interviews, and a focus group, this study documents the evolution of this initiative from its inception in 2010. Kotter's Eight-Step Change Model frames the analysis, which confirms the model's applicability and extends it by …

Mentoring And Change Management: Integrating Organizational Mentorship With Change Initiatives, Ramiro Pesina, Danny Darden, David Silberman

Student Posters

Change is an inevitable and defining force in organizations. While structured change management frameworks provide critical guidance, they often overlook the human dimensions of change. We investigate mentoring and argue that it should not merely support change initiatives but serve as a strategic driver of successful transformations, serving as a multidimensional driver of cognitive alignment, emotional support, and behavioral adaptation, and introduce a mentoring framework that addresses these areas while bridging the gap between the procedural and human-centric change elements.

By interviewing participants who have been involved in mentoring programs yet experienced significant organizational change, we will identify their support …

Enacting Change In Student Support Services To Meet The Needs Of Evolving Student Demographics, Justin Schuch

Theses and Dissertations

This qualitative study examined the change management leadership strategies employed by Chief Student Affairs Officers (CSAOs) to address the needs of an increasingly diverse student population at midwestern institutions of higher education. The change management leadership strategies employed by seven CSAOs to address the mismatch between the increasing diversity of college student populations and the institutions’ readiness to meet these students' diverse needs were drawn from using in-depth interviews, review of enrollment data, and institutional planning documents. The three research questions guiding this study yielded four major themes. The first theme is related to how CSAOs identify areas for development …

A Mixed Methodology Study On Effective Products And Services For Consulting Firms, Doc S. Dillard

Doctor of Education Dissertations

This study evaluated organizational effectiveness within small- to medium-sized educational technology and technology-adjacent organizations for consulting firms to develop appropriate products and services for clients. This allowed consulting firms to develop innovation in their approaches. More specifically, this research supported consulting firms specializing in educational technology in developing products and services for industry leaders to improve organizational effectiveness. The research employed a mixed methodology consisting of 10 educational technology leaders. Data were collected from survey questions and through evaluating related literature. The literature compiled included organizations across education, technology, and technology-adjacent industries. The research evaluated organizations through McKinsey’s 7S framework. …

“Don’T Panic, It’S Just Ai:” A Qualitative Study On Internal Communication Strategies For Managing Ai-Driven Change”, Edikan Nkanta

Theses and Dissertations

This qualitative study investigated how organizations utilize internal communication strategies to navigate AI-driven change effectively. Through semi-structured interviews with eleven communication professionals and change leaders across various industries, the research identified key communication approaches that facilitate successful AI implementation. Findings revealed three primary strategies: framing AI as a tool that enhances rather than replaces human capabilities, connecting AI initiatives to organizational purpose and business goals, and demonstrating practical use cases through concrete examples. The study also highlighted the importance of establishing clear guidelines for responsible AI use, making initial adoption optional rather than mandatory, and directly addressing job security concerns. …

Minimizing Hotel Employees’ Negative Responses To Adverse Change Practices: The Application Of Attribution Theory, Zhengmin, Kelly Peng

Department of Hospitality and Business Management

Hospitality organizations need to make changes from time to time, which usually result in adverse human

resource (HR) practices, such as readjustments to job duties or salary cuts. To reduce negative employee responses to these adverse practices, scholars suggest the important role of change communication. However, it

remains unclear how change communication can alter employees’ cognition to minimize their negative responses. Drawing on the HR attribution theory, we hypothesize that high-quality change communication can

reduce employees’ turnover intentions through well-being attribution. We further argue that this indirect effect

depends on the seriousness of the negative impact on employees. We test …

Estudio Fenomenológico Sobre La Relación Entre El Liderazgo Transformacional Y La Efectividad De Las Iniciativas De Gestión De Cambio En Las Organizaciones, Greilyn Soto-Perez

Theses and Dissertations

Esta Disertación Aplicada tuvo como propósito explorar la relación entre el liderazgo transformacional y la efectividad de las iniciativas de gestión del cambio en organizaciones de diversos sectores. Este estudio cualitativo se centró en comprender, desde el punto de vista de diferentes lideres transformacionales en distintas áreas e industrias, cómo los líderes y empleados experimentan y perciben el impacto del liderazgo transformacional en la implementación de cambios significativos organizacionales.

Este estudio de naturaleza cualitativa se enmarcó en un enfoque fenomenológico. Mediante entrevistas semiestructuradas en profundidad, se exploraron cuatro dimensiones del liderazgo transformacional: influencia idealizada, motivación inspiradora, estimulación intelectual y consideración …

Identifying Higher Education Employee Experiences Using A Diffusion Of Innovations Checklist Planning For Knowledge Management Implementation: A Phenomenological Study, Eric Christopher Viets

Doctoral Dissertations and Projects

The purpose of this transcendental phenomenology study was to understand the experiences of higher education employees planning to implement knowledge management through utilizing a diffusion of innovations checklist. Knowledge management is generally defined as the process of creating, sharing, using, and managing the knowledge and information of an organization. The theory guiding this study was the diffusion of innovations by Everett M. Rogers, as it provided a clear and comprehensive model of the stages of change and knowledge management implementation. The research questions sought to understand the experiences of ten higher education employees utilizing the diffusion of innovations checklist within …

The Unconscious At Work: A Psychosocial Study Of Leaders' Unconscious Processes Impacting Participatory Change Leadership, Vanessa Hills

Dissertations

This dissertation explores the varied dynamics impacting how organizational leaders conceptualize and enact their roles in participatory change processes. To that end, a multiple-case study informed by a psycho-social approach and using Free Association Narrative Interview (FANI) methods was conducted. Each case was comprised of a single business leader. The findings, presented through individual case analyses and cross-case comparisons, reveal a discrepancy between leaders’ rhetoric and the reality of their change leadership behaviors. While leaders express support for collaborative change, factors such as a desire for control, fear of failure, and bias toward their own capabilities lead them to adopt …

Transformative Pathways: Implementing Intercultural Competence Development In Higher Education Using Kotter’S Change Model, Owura Kuffuor, Sakhi Aggrawal, Aparajita Jaiswal, Ronald J. Smith, Pamela V. Morris

Purdue University Libraries Open Access Publishing Fund

This study explores the efficacy of Kotter’s eight-step change model in fostering intercultural competence among faculty and staff within a large Midwestern public university. Recognizing the need for intercultural development in higher education, this research applies a structured change framework coupled with the Intercultural Development Inventory (IDI) assessment tool to guide the change process. The development of intercultural competence among faculty and staff is crucial for creating inclusive learning environments, as they play a pivotal role in modeling intercultural competence and fostering students’ skills necessary to navigate an increasingly diverse and interconnected world. This study employs an instrumental case study …

The Journey To Project Management: Navigating The Transition From A Nonproject Environment, Renate Lian Mascarenhas, Shagun Verma, Shrishti Rana

School of Professional Studies

To facilitate a seamless transition from a non-project management environment to a project management environment, Non-Profit Organizations (NPOs) passionately dedicated to their missions and operating with limited resources can establish a Project Management Office (PMO) as a pivotal organizational function. This PMO will collaborate closely with senior executives to devise a comprehensive strategic plan for this transformation. An essential component of this plan is the identification of dedicated representatives within key departments, including IT, HR, Human Services Program, and Learning & Development. These departmental representatives will serve as proactive Project Management advocates, responsible for initiating and executing the transition strategies, …

Changes In Human Resources Function In Higher Education Institutions During A Pandemic, Naterena Anevia Parham-Cofield

Walden Dissertations and Doctoral Studies

Pandemics have reshaped societies and paved ways for advances in sciences, political systems, technology, medicine, and the economy. However, researchers have not explored how human resources (HR) function changes due to a pandemic in higher education institutions (HEIs) and how managing it contributes to employee performance and employee well-being. The purpose of this qualitative descriptive multiple case study was to explore how HR function changed due to the COVID-19 pandemic in different types of HEIs and how managing it contributed to employee performance and employee well-being. The study was grounded in Kotter’s eight-step change management model. Data were collected through …

Forging The Future: Strategic Approaches To Quantum Ai Integration For Industry Transformation, Meng Leong How, Sin Mei Cheah

CCX Research

The fusion of quantum computing and artificial intelligence (AI) heralds a transformative era for Industry 4.0, offering unprecedented capabilities and challenges. This paper delves into the intricacies of quantum AI, its potential impact on Industry 4.0, and the necessary change management and innovation strategies for seamless integration. Drawing from theoretical insights and real-world case studies, we explore the current landscape of quantum AI, its foreseeable influence, and the implications for organizational strategy. We further expound on traditional change management tactics, emphasizing the importance of continuous learning, ecosystem collaborations, and proactive approaches. By examining successful and failed quantum AI implementations, lessons …

The Futures Of Law, Lawyers, And Law Schools: A Dialogue, Benjamin H. Barton, Sameer M. Ashar, Michael J. Madison, Rachel F. Moran

Scholarly Works

On April 19 and 20, 2023, Professors Bernard Hibbitts and Richard Weisberg convened a conference at the University of Pittsburgh School of Law titled “Disarmed, Distracted, Disconnected, and Distressed: Modern Legal Education and the Unmaking of American Lawyers.” Four speakers concluded the event with a spirited conversation about themes expressed during the proceedings. Distilling a lively two days, they asked: what are the most critical challenges now facing US legal education and, by extension, lawyers and the communities they serve? Their agreements and disagreements were striking, so much so that Professors Hibbitts and Weisberg invited those four to extend their …

The Benefits Of Voluntary Disorienting Dilemmas For A Transformational Life: A Grounded Theory Study In Transformational Learning, Rebecca Bamberger

Theses and Dissertations

Being uncomfortable by choice as a means of personal growth has been touted for hundreds of years among scholars, philosophers, religious leaders, modern pop culture icons, and more. Yet, research pertaining to the benefits of being uncomfortable by choice is sparse. This qualitative, grounded theory study addressed the first step of transformational learning: the disorienting dilemma. Seventy participants located in America participated in extensive interviews to answer this study’s research question, “what if any, are the benefits of voluntary disorienting dilemmas?” Additional research questions, “what is the meaning(s) of voluntary disorienting dilemmas?” and “would subjects repeat their voluntary disorienting dilemmas …