Training and Development Commons^™

Testing An Adapted And Integrated Model Of Motivation To Lead And Intention To Apply, Mandolen Mull

Human Resource Development Theses and Dissertations

Leader development is a growing field of study within the leadership and human resource development (HRD) fields. As such, various studies have evaluated the traits, skills, and situational influences that contribute to an individual’s likelihood of becoming a leader. However, often researchers fail to examine an individual’s intention to apply for a leadership position within their examination of an individual’s leadership potential. Although prior research has examined the motivation to lead (MTL), very little research has examined the relationship between an individual’s MTL and their intention to apply for a leadership position. Furthermore, no research to date has evaluated the …

Ohio Selects And Begins Installation Of A Workforce Intervention: Coach Ohio: Promoting Resilience And Optimism, Quality Improvement Center For Workforce Development

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Ohio is committed to improving outcomes for children and families. Strengthening the child welfare workforce is an essential component for improving these outcomes. To this end, the Ohio Department of Job and Family Services (ODJFS) partnered with eight public children services agencies; Champaign, Crawford, Hamilton, Knox, Montgomery, Summit, Trumbull, and Wayne, to become one of eight national project sites to test child welfare workforce interventions through the Quality Improvement Center for Workforce Development (QIC-WD). Earlier this year, the Ohio site conducted a workforce assessment that revealed 48% of Ohio’s participating child welfare caseworkers experienced at least one symptom of secondary …

Social Dominance Orientation And Emotion Regulation: A Parallel Multiple Mediator Model Of Instigated Incivility Moderated By Workgroup Civility Climate, Fabiana Brunetta

FIU Electronic Theses and Dissertations

While most of the existing research on the topic of workplace incivility has focused upon its consequences on employee and organizational well-being, researchers are recognizing the need for research on predictors, mediators, and moderators of uncivil workplace behavior. The current study contributes to this new wave of workplace incivility research by emphasizing the links among variables not previously explored in incivility research. This nonexperimental correlational study (N = 1027) developed and tested a parallel multiple mediator model of instigated incivility. The model examined the mediation of the emotion regulation strategies – cognitive reappraisal and expressive suppression – on the …

Training Employees To Stay: T&D In Retaining Talent, Megan M. Waite, Troi N. Robinson-Moss, Sydney M. Kopelic, Shawn Bergman

River Cities Industrial and Organizational Psychology Conference

The employee-driven market and “war for talent” demand organizations be increasingly competitive in maintaining the best workforce possible. Furthermore, factors such as millennial “job hopping,” employees leaving because of fears of layoffs and downsizing, and exiting the company without documenting valuable knowledge are all reasons to seek methods to decrease turnover. Organizations can use strategic and evidence-based training and development (T&D) practices to retain talent and prevent the loss of institutional knowledge. This session will discuss how T&D can be used to reduce involuntary turnover in organizations and cover how self-paced training, error management training (EMT), and the use of …

Organizational Alignment Through Leadership Proficiency And Human System Interventions, Kristin Weger, Raeshaun Jones, Lisa Matsuyama, Michael Buford, Jarielle Prince, Sarah Rose Stough

River Cities Industrial and Organizational Psychology Conference

Across many organizations, agencies and programs have been tasked with building, training, and retaining the workforce needed. Yet, only few organizations have succeeded in their efforts by creating a culture in which workforce preferences align and overarching leadership support is provided. Such a cultural transformation requires not only a behavioral shift from employees, but especially from those in leadership positions, in order to break from the typical way that organizations have long encouraged them to behave. Although the importance of leadership has been emphasized in previous literature, no consistent description of leadership attributes or promising application of human system interventions …

Qic-Wd Site Intervention Selection – Fall 2018, Quality Improvement Center For Workforce Development

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The eight QIC-WD sites have worked with the QIC-WD to determined which intervention to implement and evaluate to strengthen their child welfare workforce. These decisions came after a thorough needs assessment through which human resources (HR) data was examined to uncover the root causes of child welfare caseworker turnover. The sites recognize that turnover is not caused by a single issue, so they had to consider which aspect of turnover they could address in partnership with the QIC-WD. The QIC-WD team simultaneously examined available interventions, study designs, and the needs of the broader child welfare field to help each site …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2018, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

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What We Do and Why

Ohio is committed to improving outcomes for children and families and strengthening its child welfare workforce. When we improve the child welfare workforce, we improve outcomes for children and families. As a participant in a national workforce research project through the Quality Improvement Center for Workforce Development (QIC-WD), Ohio collected data over the last several months and completed a workforce needs assessment. The assessment identified high staff burnout, secondary trauma and lack of engagement as major contributors to Ohio workforce challenges. To address these challenges, six Ohio counties − Champaign, Hamilton, Knox, Montgomery, Summit and …

Using Implementation Science To Strengthen The Child Welfare Workforce, Quality Improvement Center For Workforce Development

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The QIC-WD is using implementation science to strengthen the child welfare workforce in eight child welfare agencies across the U.S. According to a synthesis of the literature, implementation can be defined as a specified set of activities designed to put into practice and activity or program of known dimensions. The QIC-WD is using the implementation science framework developed by NIRN and the guide created by the Permanency Innovations Initiative to support our sites through the stages of implementation: Exploration, Installation, Initial Implementation, and Full Implementation as described below. The QIC-WD knows that high quality implementation of a selected intervention is …

Intercultural Coworker Relationships (Icors) In The Global Workplace: A Grounded Theory Study, Jennifer L. Morton

Dissertations

Previous research supports what employees intuitively sense: peers make the place (Chiaburu & Harrison, 2008; Schneider, 1987). Extant research suggests coworker relationships have critical influence on outcomes ranging from turnover (Felps, Mitchell, Hekman, Lee, Holtom, & Harman, 2009) to creativity (Homan, Buengeler, Eckhoff, van Ginkel, & Voelpel, 2015) to organizational commitment (Viswesvaran & Ones, 2002) to employee health and well-being (Heaphy & Dutton, 2008). Despite the increase of Intercultural COworker Relationships (ICORs), particularly in multinational firms in the technology industry, research has yet to examine what defines coworker relationship quality in the presence of national cultural differences. In other words, …

Employee Perceptions Of Well-Being Programs, Alice V. Edwards, Susan Marcus

Journal of Social, Behavioral, and Health Sciences

Measuring the effectiveness of well-being programs in the workplace is important for optimizing the return on investment and selection of programs that meet organizational objectives. A pilot study was performed to assess employee well-being using the Happiness Mini-Survey and a one-sample pre–post study design intended to quickly allow employees to subjectively rate their well-being before and after participating in various classes as part of a well-being program. The findings demonstrated statistical significance in employee subjective ratings; they reported feeling better emotionally, physically, and mentally after participating in the classes. The employees’ self-rating for stress level also had statistically significant improvement …

Readiness For Change And Why It Matters, Quality Improvement Center For Workforce Development

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Organizations seeking to implement and evaluate a workforce intervention must be prepared for change. Change management experts suggest that when readiness in an organization is high, the organization is better able to initiate and sustain a major change. Staff in organizations that are ready for change are more likely to exert greater effort, persist in the face of obstacles, and display cooperative behavior. In organizations where staff are not ready for change, implementation and evaluation of a new intervention can be very difficult. Staff may not be ready for change if they don’t see the need for an intervention, are …

Virginia Selects And Begins Implementation Of A Workforce Intervention: Transcription Services, Quality Improvement Center For Workforce Development

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The Virginia Department of Social Services (VDSS) was the first QIC-WD site to select a workforce intervention. VDSS learned from the field that many workers leave the agency because they feel overloaded with paperwork. In Virginia, 2,400 Family Services Specialists (FSS) representing 120 local departments of social services (LDSS) perform child welfare and adult protective services. These FSS must document case notes for all interactions with clients, families, and service providers. FSS often manage several high-priority cases and need tools to complete their required documentation in a timely and high-quality manner. VDSS decided to implement three technology solutions to ease …

Understanding The Relationship Between Organizational Culture And Turnover, Quality Improvement Center For Workforce Development

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“Organizational culture” is a term used to describe the norms and expectations in a work environment. Research has found that there are three aspects of a human services organization’s culture that predict better outcomes related to the implementation of evidence-based practices, staff turnover, and the serviced provided: 1. Proficiency includes staff skills, competence, responsiveness, and a focus on client well-being. 2. Rigidity reflects issues related to decision making, transparency, micromanagement, and trust. 3. Resistance considers if staff are resistant to change or new ways of doing things. Healthy organizations are highly proficient and not too rigid or resistant. For example …

Stress And The Child Welfare Workforce: Recognizing Signs Of Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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Child welfare workers are exposed to a variety of stressors in their everyday work. These stressors can come from: 1. Direct traumatic events – Murder, threats on the lives of workers or their family members, name calling, cursing, shouting, assaults, dog attacks, and property damage. 2. Secondary traumatic events – Exposure to the perpetrators or the victims and survivors of trauma (e.g., children who are abused, neglected, abandoned, and killed, battered women, victims of crime, survivors of natural disasters). 3. Organizational environments – Bureaucratic rules, paperwork, work overload, role confusion, high demands with low resources, high levels of office politics, …

Surprisingly Open Or Openly Surprised? That Is The Question; Using Surprise Experiences To Increase Openness To Experience And Tolerance Of Ambiguity, Anneke Veenendaal-De Kort

Creativity and Change Leadership Graduate Student Master's Projects

Using Surprise Experiences to Increase Openness to Experience and Tolerance of Ambiguity

In the fast-changing world in which we are currently living, we constantly come across situations and problems that we have not encountered before. An open mind and the ability to tolerate ambiguity are important skills in uncertain times. People who embrace the unpredictable can develop their resilience and flexibility. Surprisologists Luna and Renninger (2015) have discovered that a great way of dipping into unpredictability is through surprise. For my Master’s Project, I designed experiences that transform people’s openness and tolerance for ambiguity through surprise. This paper begins with …

Positive Organizational Leadership: Some Recent Findings In Positive Organizational Scholarship, Lawrence Chan

M.A. in Leadership Studies: Capstone Project Papers

The study of positivity is multifaceted, with roots across psychology, philosophy, and more recently organizational behavior (Csikszentmihalyi, 1997; 2014). This review article highlights the framework from which the study of positivity originates, and then explores positive behaviors in the workplace that have correlated to increases in fulfillment, productivity, engagement, and leadership capacity (Cameron & Dutton, 2003). This essay reveals core components of positive organizational scholarship (POS), notably the interaction of positivity within job demands and job resources, positive employee engagement, and positive deviance, and uncovers some recent findings of these POS components in empirical research and application within human resource …

Unlocking The Potential In Your Workforce Data, Quality Improvement Center For Workforce Development

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Communicating complex ideas to diverse stakeholders is central to reliable decision making. Stakeholders may vary greatly in their interest, familiarity, or expertise with data regarding a policy, program, or practice. Well-designed data visualizations provide a platform for engaging stakeholders in ways that are tailored to their interest, familiarity, and expertise. However, research indicates that visualizations are not always designed effectively to reliably motivate users to understand and ultimately use the data in their decision-making (Evergreen, 2011; Cawthon & Moere, 2007). Thoughtful and engaging visualizations demand the stakeholders’ attention and can facilitate the comprehension of findings (Hillstrom & Yantis, 1994; Treisman, …

Zero Textbook Cost Syllabus For Psy 4185 (Psychology Of Training And Development), Michael Covell

Open Educational Resources

This course is designed to provide students with an understanding of training and development as a tool for improving organizational performance. Topics include (a) understanding the components of a needs analysis; (b) designing training programs to capitalize on our current understanding of how adults learn; (c) understanding training and development within the context of the modern workplace; and (d) understanding how to evaluate the utility of training and development interventions.