Business Commons^™

Not On The Menu: Customer Sexual Harassment In The Restaurant Industry, Fernanda Wolburg Martinez

Dissertations and Theses

Despite the high prevalence of customer sexual harassment (CSH) paired with a high turnover in the restaurant industry, there have been few suggestions on resources that may attenuate the effect that bystander and direct CSH might have on strain--anxiety and depressive symptoms--and turnover intentions among restaurant workers. Based on the stipulations of the job-demands resources theory and the empowerment framework, the current study frames direct and bystander CSH as job demands that may be linked to employee strain and turnover intentions. Moreover, CSH preventive supervisor behaviors and organizational intolerance towards CSH are introduced as job resources that may weaken the …

The Radical Relationality Of Complex Partnerships: Community-Member Experiences In Critical Community-Based Learning, Amie Riley

Dissertations and Theses

Through a radical relationality within the social-ecological systems that sustain us, critical community-based learning (CBL) in higher education offers a praxis for engaging the demanding pedagogical and community challenges we face. When CBL is implemented as both a critical and sustainability pedagogy, as a strategy for social change, the relationships created by CBL partnerships have the potential to generate transformational outcomes for all partnership agents. Using a critical complexity theoretical framework, a bricolage of complexity science and critical theory, this critical qualitative study sought to understand the systemic patterns and behaviors of a community-based learning partnership by elevating community-member voices. …

The Power Of (Virtual) Convergence: The Unrealized Potential Of Pair Programming And Remote Work, Mikayla Maki

University Honors Theses

Remote work is expensive. It can lead to isolation, miscommunications, and ossified organizations. These problems occur because of a synchronicity mismatch between how we need to communicate as humans, and what today's tools are capable of. This mismatch can be solved by the adoption of remote pair programming, as exemplified by the authors work at a startup (Zed). Pair programming provides the organic, synchronous, reciprocal interaction necessary to develop the sorts of relationships that remote firms currently lack.

Diversity In Recruitment: The Role Of Realistic Website Job Previews For Racial And Ethnic Minority Applicants, Jennifer Saucedo

Dissertations and Theses

Prior research has examined the effects of diversity-related recruitment on racial and ethnic minority applicants, but less research has focused on how objective and realistic information about diversity influences applicant outcomes. Drawing from previous literature on realistic job previews (RJPs) and social identity theory (SIT), the current study investigates how recruitment material with objective racial demographic information (i.e., percentage of racial minorities employed) and leader diversity testimonials (i.e., positive or realistic) on diversity recruitment webpages affect racial and ethnic minority applicant outcomes (i.e., organizational attraction, sense of fit, and organizational trust) using a 3x2 between-person experimental design. Finally, the study …

Why So Serious? Using The Belongingness Need Tenet From The Self-Determination Theory To Examine Workplace Humor And Its Outcomes, Katharine Lucille Mcmahon

Dissertations and Theses

The small body of literature for workplace humor remains fragmented due to the lack of coherence in conceptualization and theory. Furthermore, the distinction between positive and negative humor adds complexity to predicting the outcomes of humor. Focusing on the foundation aspect of humor as a form of social play provides guidance on choosing a theory-informed integrative framework that could explain the implications of humor in the workplace. The belongingness need tenet of the self-determination theory offers a promising framework to synthesize existing research and to direct future studies. Paper 1 reviews the literature and concludes with an integrative framework suggesting …

Clarifying And Measuring Inclusive Leadership, Kelly Mason Hamilton

Dissertations and Theses

Many organizations view diversity as a strategic business priority that provides important benefits such as increased creativity and innovation. Research indicates, however, that the potential benefits of diversity cannot be realized without employees feeling a sense of inclusion, which involves feeling like one belongs and can be themselves at work. Although scholars acknowledge the important role managers play in fostering inclusion, there remains limited research on specific behaviors they can enact to foster inclusion perceptions in their work groups. Additionally, there is a lack of agreement in the literature about the scope of "inclusive leadership." Historically, scholars viewed inclusive leadership …

The Longitudinal Effects Of A Family And Sleep Supportive Intervention On Service Member Anger And Resilience, Shalene Joyce Allen

Dissertations and Theses

The vast majority of workplace intervention research on employee anger and resilience primarily focuses on individual-level strategies for mitigating employee anger and resilience outcomes in the workplace, with no studies having examined these outcomes with tangible occupational health interventions utilizing organizational-level techniques. Thus, the current study extends the literature on how to provide improvements in employee anger and resilience using higher system and organizational change mechanisms by providing evidence-based support for the effectiveness of a Total Worker Health® intervention, referred to as the Family and Sleep Supportive Intervention Training (FaSST). This approach employs both health protection and health promotion strategies …

Corporate Sociopolitical Activism And Nonprofit Identity Orientation On An Individual's Likelihood To Support, Tara Duenas

University Honors Theses

The purpose of this study aims to identify whether corporate sociopolitical activism (CSA) as a marketing strategy impacts individual stakeholders and their likelihood to support (time, money, or for-profit partnership) a nonprofit who may have different identity orientations (collectivistic or relational). The two nonprofits that inspired this study are Portland State University (PSU) and SNACK BLOC. Both organizations vary greatly in size and have implemented CSA in response to police abolition within the past year and currently receive public funding. There are various organizational differences between these nonprofits but there has been a suggested link in research that an organization’s …

Exploring The Role Of Transformational Leaders In The Mentorship Of Top-Level Administrators: A Case Study Of The Veterans Health Administration (Vha) Visn Lead Program, Frederick Giovanni White Jr.

Dissertations and Theses

Despite the proliferation of studies focused on transformational leadership, there is a lack of clarity related to how transformational leaders are developed in public organizations and the impact of mentors in this process. This is particularly troubling given a 2017 Bureau of Labor Statistics estimate that over 44% of the current U.S. workforce is 45 years or older.

In public and private settings, organizations are challenged to develop the competencies critical at higher levels of management in their future leaders, specifically advanced human and conceptual skills. These skills are most useful for emerging leaders that will have the responsibilities to …

Working Around Political Divides: A Multidisciplinary Examination Of Political Identity As A Factor Of Organizational Diversity, Blake D. Horner

University Honors Theses

In an age of targeted rhetoric and extreme polarization, the political has trespassed into the personal. As a result of this obtrusive integration, disagreements in the workplace are on the rise. Friction caused by inter-employee political diversity has been shown to cause several harmful organizational outcomes including job dissatisfaction, turnover, burnout, and psychological distress. Although this issue is common and harmful, few studies have been published on the subject. In this literature review, I attempt to contribute to the scholarly knowledge on this under-researched concept of workplace political diversity by employing a multidisciplinary approach. To illustrate the components of this …

Recruitment Marketing: How Do Wellness And Work-Life Benefits Influence Employer Image Perceptions, Organizational Attraction, And Job Pursuit Intentions?, Amy Christine Pytlovany

Dissertations and Theses

A global talent shortage is motivating employers to change the way they approach recruitment. To stay competitive, business leaders are strategizing new ways to attract employees and market their organizations to prospective employees. This research examined the impact of work-life and wellness programs on employer image perceptions (instrumental, symbolic, and experiential) and recruitment outcomes (organizational attraction and job pursuit intentions). It integrated these literatures to inform evidence-based organizational decision-making.

Study materials were developed with pilot testing conducted using Amazon Mechanical Turk (MTurk). Pilot 1 (N = 40) assessed the value of 32 types of benefits across traditional (e.g., health …

Understanding The Consequences Of Newcomer Proactive Behaviors: The Moderating Contextual Role Of Servant Leadership, Talya N. Bauer, Serge Perrot, Robert C. Liden, Berrin Erdogan

Business Faculty Publications and Presentations

Proactive newcomers are more successful in terms of integration and job satisfaction, than newcomers who are less proactive. However, it is unclear whether contextual factors, such as the leadership style experienced by newcomers, matter. To address this gap in the literature, we gathered data at three times from 247 new employees across their first six months after joining a company in France. Given that past research has found that newcomers play an active role in their own adjustment process, in the current study we investigate how newcomer proactive behaviors relate to the key outcomes of job satisfaction, person-job fit, and …

Accidents Happen: Psychological Empowerment As A Moderator Of Accident Involvement And Its Outcomes, Berrin Erdogan, Adnan Ozyilmaz, Talya N. Bauer, Onur Emre

Business Faculty Publications and Presentations

Research in the occupational safety realm has tended to develop and test models aimed at predicting accident involvement in the workplace, with studies treating accident involvement as the starting point and examining its outcomes being more rare. In the current study, we examine the relationship between accident involvement and a series of outcomes drawing upon a learned helplessness theory perspective. Specifically, we predicted that psychological empowerment would moderate the relationship between prior accident involvement and outcomes. We tested our hypotheses on a sample of 392 employees and their 66 supervisors working in an iron and steel manufacturing firm in Southern …

Trust In Organization As A Moderator Of The Relationship Between Self-Efficacy And Workplace Outcomes: A Social Cognitive Theory-Based Examination, Adnan Ozyilmaz, Berrin Erdogan, Aysegul Karaeminogullari

Business Faculty Publications and Presentations

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive …

How Team-Level And Individual-Level Conflict Influences Team Commitment: A Multilevel Investigation, Sanghyun Lee, Seungwoo Kwon, Shung Jae Shin, Minsoo Kim, In-Jo Park

Business Faculty Publications and Presentations

We investigate how two different types of conflict (task conflict and relationship conflict) at two different levels (individual-level and team-level) influence individual team commitment. The analysis was conducted using data we collected from 193 employees in 31 branch offices of a Korean commercial bank. The relationships at multiple levels were tested using hierarchical linear modeling (HLM). The results showed that individual-level relationship conflict was negatively related to team commitment while individual-level task conflict was not. In addition, both team-level task and relationship conflict were negatively associated with team commitment. Finally, only team-level relationship conflict significantly moderated the relationship between individual-level …

Effects Of Work-Family Interface Conflicts On Salesperson Behaviors: A Double-Edged Sword, C. Fred Miao, Guangping Wang

Business Faculty Publications and Presentations

Work–family interface conflicts have typically been cast in a negative light due to their detrimental consequences. This study offers new insights by uncovering conditions under which such conflicts may produce both positive and negative effects on salesperson job-related behaviors in the context of B2B sales. Drawing on cognitive appraisal theory as an overarching theoretical framework, the authors suggest that informal controls (i.e., professional control and self-control) have differential moderating effects in salespeople’s primary and secondary appraisal processes when faced with work–family conflict and family–work conflict. Dyadic data from a matched salesperson–customer sample reveals that professional control amplifies, whereas self-control mitigates, …

A Measurement System For Science And Engineering Research Center Performance Evaluation, Elizabeth Carole Gibson

Dissertations and Theses

This research provides performance metrics for cooperative research centers that enhance translational research formed by the partnership of government, industry and academia. Centers are part of complex ecosystems that vary greatly in the type of science conducted, organizational structures and expected outcomes. The ability to realize their objectives depends on transparent measurement systems to assist in decision making in research translation.

A generalizable, hierarchical decision model that uses both quantitative and qualitative metrics is developed based upon program goals. Mission-oriented metrics are used to compare the effectiveness of the cooperative research centers through case studies.

The US National Science Foundation …

Does Local Religiosity Affect Organizational Risk-Taking? Evidence From The Hedge Fund Industry, Lei Gao, Ying Wang, Jing Zhao

Business Faculty Publications and Presentations

We examine the impact of local religious beliefs on organizational risk-taking behaviors using hedge funds as a new and unique setting. We find that local religiosity is significantly negatively related to both total and idiosyncratic volatilities of hedge funds during 1996-2013, even after controlling for endogeneity using managers’ college-location religiosity. Consistent with the local preference channel, the impact of local religiosity on risk-taking is only pronounced among funds for which local managers and investors are more important, namely semi-directional, young, and small funds. Further, hedge funds located in more religious counties tend to hold less risky stocks and diversify their …

Cross-Cultural Understanding, Sajjad Haider

Student Research Symposium

This case-study is about the cross-cultural management and how it affects the employee relations and ultimately impacts their performance, if not handled properly. The case delves into different situations where understanding of the other cultural values, norms, work practices and human behavior is critical for foreign managers to succeed.

The case entails how a foreign FMCG company faced with the difficult and challenging situation in China. In order to fix the problems, the corporate headquarter sent three of their bright personnel; Janet, Peter and William to China. They were tasked to improve the HR, marketing & sales and distributions channels. …

Antecedents And Consequences Of Procedural Fairness Perceptions In Personnel Selection: A Three-Year Longitudinal Study, Udo Konradt, Yvonne Garbers, Martina Böge, Berrin Erdogan, Talya N. Bauer

Business Faculty Publications and Presentations

Drawing on Gilliland’s (1993) selection fairness framework, we examined antecedents and behavioral effects of applicant procedural fairness perceptions before, during, and after a personnel selection procedure using a six-wave longitudinal research design. Results showed that both perceived post-test fairness and pre-feedback fairness perceptions are related to job offer acceptance and job performance after 18 months, but not to job performance after 36 months. Pre-test and post-test procedural fairness perceptions were mainly related to formal characteristics and interpersonal treatment, whereas pre-feedback fairness perceptions were related to formal characteristics and explanations. The impact of fairness attributes of formal characteristics and interpersonal treatment …

Organizational Culture Change Resulting From Human Resources Outsourcing, Emily Murrell

University Honors Theses

Human Resources outsourcing has become a way for businesses to save money, but has also become a problem in keeping organizational environments the same (Cook, 2000; Cobb 2009; Mol, 2007). Outsourcing includes work that can be done by employees, but services can also be provided by an outside vendor for a lower price (Cook, 2000), and can affect an organizations performance (Mol, 2007). There are parts of Human Resources functions such as staffing, recruiting, training, succession planning and organizational development, and benefit planning that can be outsourced (Cook, 2000). Studies have looked at the difference between organizations that have outsourced …

Strengths In Action: Implementing A Learning Organization Model In A Human Service Setting, Barbara Ann Whitbeck

Dissertations and Theses

Although learning organization theory evolved in corporate settings, literature suggests that the theory has much to offer human service organizations. This dissertation examines the implementation of a modified learning organization model in three small field offices of a publicly-funded vocational rehabilitation organization in the Pacific Northwest, at a time when the organization was negotiating financial cutbacks and organizational changes. The model - known as Strengths in Action - was based on Senge's five learning organization disciplines, and informed by organizational culture theory. In each participating office, all staff worked together to set a goal, make a plan, and achieve the …

Bumps Along The Long And Winding Road: Factors Related To Truck Driver Turnover And Job-Induced Tension, Layla Rhiannon Mansfield

Dissertations and Theses

Voluntary turnover rates among truckload carriers are extremely high, ranging from 50% to more than 100% annually (Griffin & Kalnbach, 2002), furthermore, long-haul truck drivers operate in a stressor-filled environment, which exerts enormous adverse influence not only their well-being but also on their intent to quit. This study explores the relational aspects of the driver's work environment to highlight how the relationships that a driver has with their organization, supervisor, and dispatcher can explain turnover and job-induced tension. Drawing on Social Exchange Theory, Conservation of Resources Theory, and concepts from Hirschman's (1970) theoretical framework of Exit, Voice, and Loyalty, this …

The Effects Of Scenario Planning On Participant Perceptions Of Learning Organization Characteristics, Melissa Haeffner, Deanna Leone, Laura Coons, Thomas Chermack

Environmental Science and Management Faculty Publications and Presentations

Scenario planning is often used by organizations to think about future uncertainties. However, what it does in terms of changing perceptions is diffi cult to assess and quantify. To address this need, this article builds on previous studies documenting the effectiveness of scenario planning. Specifi cally, this article contributes to the data on perceptions of learning organization characteristics. This study compiles quantitative data gathered from 133 individuals working in 10 United States companies who participated in scenario planning. The Dimensions of the Learning Organization Questionnaire (DLOQ) instrument was used in a pre- and post-test research design and differences were analyzed …

Performance Appraisal In Organizational Cultural Context, Unoda C. Moyo

Dissertations and Theses

This study examined the relationship between an organization's culture and its performance appraisal (PA) system and process. The initial phase of this study involved examining an organization's culture and the properties of its performance appraisal system from organizational archival information. Information derived from this phase of the study was later utilized to formulate interview questions, guide the search for the organizational culture survey instrument, and to construct the performance appraisal perceptions measuring instrument. This latter instrument is a quantitative measure that was later employed in testing the primary hypothesis that stated the performance appraisal process had a positive effect on …

Self-Concept Competency Of National Aeronautics And Space Administration Research And Development Managers, Mark A. Beymer

Dissertations and Theses

Boyatzis has stated that "true" management competencies are characteristics of a manager which differentiate superior from average and below average performance. Boyatzis, however, treats a manager's self-image (self-concept) as a "threshold" rather than a "real" competency. Lafferty's research, which has measured relationships between several lifestyle (self-concept) variables and corresponding organizational behavior, has found that performance differences between average and high performing managers are associated with differences in self-concept construction. The researcher proposes to treat variations in self-concept measurements from managers as indications of their relative management competency. Thisresearch investigates seventeen hypotheses relating to the self-concepts of high performing, mid-level technical …