Business Commons^™

Key Factors Influencing Job Satisfaction Among Academic Staff In The University, Victor Amadi Stephen

School of Rehabilitation Services & Counseling Faculty Publications and Presentations

Job satisfaction (JS) undoubtedly impacts significantly on the productive capacity and general well-being of academic staff within universities. Poor JS affects not only individual performance but also broader institutional goals and may culminate in a decline in staff morale, disloyalty, constant labor migration and unending industrial actions by labor unions within the university. Enhancing job satisfaction can improve staff’s quality of service, staff retention, productivity, and the overall academic quality of the institutions. This study reviews factors associated with job satisfaction among academic staff in universities, and how these factors independently contribute to overall job satisfaction. This study draws on …

Retention As A Challenge For Healthcare Managers: A Look Into The Field Of Applied Behavior Analysis, Gertrude Asante

Doctoral Dissertations and Projects

Turnover and retention are issues within the healthcare field that continuously need attention from organization executives and healthcare managers. With the landscape of the workforce ever-evolving, employee satisfaction and how it is related to retention and turnover continue to be pivotal in assessing long-term success for an organization. This rings true especially for the field of applied behavior analysis and their skilled clinicians, as the field over the years has battled with attrition of their Board-Certified Behavior Analysts (BCBA) and Registered Behavior Technicians (RBT).

Leavers And Movers: Turnover Of Music Teachers In Nebraska, Christian G. Schuerman

Glenn Korff School of Music: Dissertations, Theses, Student Creative Work, and Performance

The purpose of this study was to determine if the rates of music teachers leaving the teaching profession and changing schools were significantly different than those of teachers of other content areas in the state of Nebraska. This study used data from the previous nine years of the Nebraska Department of Education’s Education Directory in order to find results for the entire population. Results indicated that music teachers leave the profession at similar rates as teachers of other content areas, but move schools at significantly higher rates.

Advisor: Robert H. Woody

Nevada Workforce Diversity, Equity, And Inclusion Study 2024, Becky Harris, Andrea Dassopoulos

International Gaming Institute Faculty Research

Diversity, Equity, and Inclusion (DEI) metrics enable organizations to set concrete goals and monitor their performance. In 2021, Nevada’s legislature passed Senate Bill 267 (SB267), authorizing the University Nevada, Las Vegas (UNLV) to study DEI benchmarks in the State. A survey was provided to businesses, state and local governments, and the Nevada System of Higher Education in an effort to study and evaluate how effectively employers are implementing diversity, equity, and inclusion initiatives in Nevada. The Nevada Workforce Diversity, Equity, and Inclusion Study (Workforce Study) is designed to produce actionable results capable of informing public policy priorities and employer best …

The Nexus Of Passive-Avoidant Leadership And Deviancy: Exploring Job Embeddedness, Anthony Maurice Da Silva

Doctoral Dissertations and Projects

In the aftermath of the COVID-19 pandemic, employers have experienced unprecedented changes in the workforce, including labor shortages and new legislation. As a result, many organizations, known as second-chance employers, proactively seek alternative talent sources to mitigate staffing shortages, including hiring candidates with criminal backgrounds, either voluntarily or as mandated by law. However, this approach has challenges; individuals with criminal records often lack essential support upon reentry and experience an increased risk of reoffending. Although existing literature indicates that the appropriate leadership style is crucial for behavior correction, there is a gap in the literature addressing employees who work for …

(Semi)Automated Approaches To Data Extraction For Systematic Reviews And Meta-Analyses In Social Sciences: A Living Review, Amanda Legate, Kim Nimon, Ashlee Noblin

Human Resource Development Faculty Publications and Presentations

Background

An abundance of rapidly accumulating scientific evidence presents novel opportunities for researchers and practitioners alike, yet such advantages are often overshadowed by resource demands associated with finding and aggregating a continually expanding body of scientific information. Data extraction activities associated with evidence synthesis have been described as time-consuming to the point of critically limiting the usefulness of research. Across social science disciplines, the use of automation technologies for timely and accurate knowledge synthesis can enhance research translation value, better inform key policy development, and expand the current understanding of human interactions, organizations, and systems. Ongoing developments surrounding automation are …

Job Insecurity And Well-Being: Integrating Life History And Transactional Stress Theories, Nina Sirola

Research Collection Lee Kong Chian School Of Business

The current research proposes and tests a novel model explaining how job insecurity shapes well-being and has consequences for stratification and inequality. I draw on evolutionary life history theory, which proposes that growing up in a poorer versus wealthier environment impacts the sense of control people feel when exposed to threat in adulthood. I integrate this perspective with transactional stress theory to propose that job insecurity has a disproportionately negative effect on employees from poorer backgrounds, leading to lower engagement and higher emotional exhaustion among such employees, while those from wealthier backgrounds are buffered against these effects. These responses to …

What Drives Employers’ Favorability Ratings On Employer Review Platforms? The Role Of Symbolic, Personal, And Emotional Content, Christoph E. Höllig, Andranik Tumasjan, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Employer review platforms have changed the recruitment landscape by allowing current and former employees to post messages about an employer outside of direct company control. Therefore, they have emerged as an important form of third-party employer branding. However, we know little about how such open-ended comments relate to the key variable in employer reviews: employers’ favorability rating. Therefore, we start by situating this variable among other constructs in the employer branding space. Next, we build theory on how content in the open-ended comments of an employer review relates to the positivity or negativity of the reviews’ favorability rating. We test …

Formal Versus Informal Supervisor Socio-Emotional Support Behaviours And Employee Trust: The Role Of Cultural Power Distance, Jaee Cho, S. Arzu Wasti, Krishna Savani, Hwee Hoon Tan, Michael W. Morris

Research Collection Lee Kong Chian School Of Business

This research investigates how formal versus informal supervisor support behaviours shape employees' affect- and cognition-based trust across cultures of varying power distance. Using data from in-depth interviews, Study 1 found that trust-enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect- and cognition-based trust among Indian participants, but among US participants, …

Exploring The Antecedents Of Green Human Resource Management: A Path Dependence Perspective, Mengwei Li, Javier Martínez-Del-Río, Pingshu Li, James P. Guthrie

Management Faculty Publications and Presentations

Green HRM (GHRM) delineates organizations’ efforts to address environmental concerns. However, the current research has not thoroughly investigated the antecedents of GHRM. Moreover, the internal structure of GHRM remains unclear, further limiting our understanding of firms’ different approaches to GHRM adoption. Using a sample of Spanish firms, our first study revealed GHRM to be a two-dimensional construct, with one bundle of practices emphasizing employer branding and another bundle emphasizing employee green performance. In our second study, we draw upon path dependence theory to examine the relationship between the use of high-performance work systems (HPWS) and GHRM adoption using a sample …

The Governance Of Director Compensation, Lily Fang, Sterling Huang

Research Collection School Of Accountancy

The average total compensation of directors in U.S.-listed companies was $342,030 in 2020, 5.06 times the median household income. Directors set their own pay, giving rise to potential self-dealing. We argue and document that in the presence of self-dealing, external mechanisms such as legal standards act as effective means of governance. Following a landmark Delaware court ruling that subjected director pay to a more stringent legal standard, Delaware-incorporated firms reduced director compensation relative to non-Delaware firms and experienced positive and non-transient stock price reactions. Our results indicate that proper governance of director compensation enhances firm value.

Paying To Reduce Disparity: Financially Incentivizing Workforce Diversity And Its Effects On Managers’ Promotion Decisions And Employees’ Effort, Bret S. Sheeley

College of Business: Dissertations, Theses, and Student Research

Disparities in employee representation persist in higher-level organizational positions despite recent attention to workforce diversity and its associated benefits. In response, companies have begun integrating diversity initiatives with varying degrees of specificity (hereafter, “initiative specificity”) into their managers’ compensation packages to increase underrepresented employees’ representation in higher-level organizational positions. This study uses an experiment to examine how offering managers financial incentives to accomplish diversity initiatives (hereafter, “diversity incentives”) and initiative specificity interact to influence managers’ promotion decisions and employees’ effort choices in a promotion setting.

The results suggest that as underrepresented employees’ pre-promotion efforts increase relative to overrepresented employees’ efforts, …

Cannabis: Its Benefits And Risks, Becca Bischoff

University Honors College

Cannabis is a psychoactive drug that comes from the cannabis plant that has been used medicinally and recreationally for decades. With cannabis becoming legalized in more and more states, it is important to know its e*ects, whether they are good or bad. However, there are most benefits to using cannabis as its properties can help treat various diseases and conditions. Using cannabis can not only be beneficial to the individual who is using it but also to the state that legalized it. Various questions arise from cannabis use, including, how does it help manage pain or other conditions? What makes …

Examining The Predictive Validity Of A Managerial Coaching Scale: A Longitudinal Study, Katherine Stone, Kim Nimon, Andrea D. Ellinger

Human Resource Development Faculty Publications and Presentations

Managerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought to assess the predictive validity of the widely used Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure managerial coaching scale (CBI), employing a longitudinal design and following the testing of the causal hypothesized relationship framework. Three hypotheses were evaluated using three commonly associated variables with managerial coaching (role clarity, job satisfaction, and organization commitment), using longitudinal data collected over two waves from …

Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) …

Humanitarian Aid Worker Retention: Is General Motivation Theory Enough?, Gabriella Lee

Senior Honors Theses

In the socially impactful realm of humanitarian business, job dissatisfaction has led to high turnover and low retention, causing many organizations to struggle and sometimes fail. To increase motivation and satisfaction, the differences between general motivation theories and common humanitarian motivations should be analyzed. These analyses can then be applied to increase retention. While most general motivation theories like Maslow’s Hierarchy of Needs point to internal or personal needs being met, humanitarian employees are mainly motivated altruistically. Therefore, this research will demonstrate that altruistic motivations have a greater role in humanitarian retention than traditional motivation theories. Existing human resource policies …

Millennial Turnover: An Implication For Human Resource Management, Folake Titilola Olumide

Doctoral Dissertations and Projects

The qualitative single case study examined the turnover behavior of millennial employees in the financial sector of Midwest America and the implications for human resource management. The research employed the use of semi-structured interview questions that were utilized to gather pertinent information from 21 participants who met the research criteria. The research also used archival data and current peer-reviewed journals to buttress the information gleaned from the interviews. The findings from the study demonstrated that millennial employees in similar sectors may differ in their desires to remain or leave an organization. The study also agreed with previous research that rated …

Using Dark Triad Personality To Understand And Moderate Jay Customer Behavior In Hospitality, Scott M. Widmier, Prachi Gala, Iason Koufodontis

Association of Marketing Theory and Practice Proceedings 2024

Jay Customers are customers who act in a thoughtless or abusive way, causing problems for the firm, its employees, and other customers. Currently, the only way to identify Jay Customers is by their actions when it is already too late to prevent the negative consequences. This research tested and confirmed the use of Dark Triad personality (Narcissism, Machiavellianism, and Psychopathy) to identify individuals prone to Jay Customer behavior prior to its manifestation. Dark Triad personalities have distinctive characteristics that can be used to identify them along with a growing body of research on prescriptive actions to dissuade their disruptive behaviors. …

Competency-Based Personnel Selection Oklahoma - Site Intervention Logic Model, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Competency-Based Personnel Selection Oklahoma - Evaluation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The QIC-WD evaluation was conducted with the support of the Oklahoma Human Services (OKDHS) to determine if a Competency-based Personnel Selection process was effective in improving workforce and child welfare outcomes.

Research Questions

The primary research questions concerned the ability of the structured hiring tools to predict job performance, tenure, and turnover. It was hypothesized that the use of the standardized hiring process would result in the selection of candidates who performed better and had lower rates of turnover and longer tenure than candidates hired using existing selection processes, see Logic Model. Intermediate outcomes examined included employee feelings of …

Competency-Based Personnel Selection Oklahoma - Theory Of Change, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

During the needs assessment process three areas of opportunity were discussed for possible intervention at the Oklahoma Human Services (OKDHS) Division of Child Welfare Services:

1. hiring of new workers,
2. promotion decisions for lead worker and supervisor positions, and
3. staff recognition and rewards.

Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of a standardized hiring process to improve worker retention and performance.

The theory of change development process was informed by various data examined throughout the needs assessment, input from the Oklahoma QIC-WD Steering Committee, and relevant research and best practice for …

Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Implementation Team

The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …

Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Guidance For Coaches: Supporting Resilience, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Facilitator Manual, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Participant Handbook, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2018, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.