Training and Development Commons^™

Organizational Support Factors For Minor League Baseball Player Development, Christopher M. Mcleod, Nola Agha, Simon Rosenblum-Larson

Journal of Athlete Development and Experience

This study examines organizational support in the context of minor league baseball to better understand how organizations can support athletes’ development. Exploratory results show that English and Spanish players identify salary/pay, off-season training opportunities, and nutritious food as their most important unmet development needs. English and Spanish respondents differently prioritized playing opportunities, communication with front office staff, health care, and equipment as unmet needs. Explanatory results show that organizational support factors (private problem support and second career support) explain 17% of the variation in minor league baseball players’ self-perceptions of development. The results provide guidance for Major League Baseball and …

All You Need Is Time: Leveraging Technology And Training To Reorganize Library Staff, Tiffany Garrett

Library Scholarship

In 2022, the Roseman University of Health Sciences Library went through several major changes. We implemented an RFID self-checkout system, opened the library space for access outside of staffed hours, and reorganized library staff to better serve our campus population. This presentation will cover the justification for the changes, implementation process, and results from the first two months of working with the new model.

Organizational Citizenship Behavior, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is organizational citizenship behavior?

Organizational citizenship behavior (OCB) is defined as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, 1988, p. 4). This definition has been further refined to specify that OCB supports task performance in organizations by enhancing the work environment where task performance takes place (Organ, 1997). OCB is one of the three main domains comprising workplace performance, along with task performance and counterproductive work behavior (CWB; Dalal, 2005). OCB is thought to be conceptually opposite …

Counterproductive Work Behavior, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is counterproductive work behavior?

Counterproductive work behavior (CWB), also sometimes referred to as workplace deviance, is defined as “voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both” (Robinson & Bennett, 1995, p. 556). CWB is one of the three main domains of workplace performance, along with task performance and organizational citizenship behavior (OCB; Dalal, 2005). CWB and OCB are thought to be conceptually opposite constructs; CWB is behavior that harms an organization, whereas OCB is behavior that helps an organization. Indeed, CWB and OCB are modestly and …

Covid-19 Pandemic Impact Report At The University Of New Mexico, Lisa A. Marchiondo, Shannon Sanchez-Youngman, Teagan Mullins, Naila V. Decruz-Dixon, Melanie E. Moses, Julia Fulghum

ADVANCE Reports

This report outlines four overarching issues that the COVID-19 pandemic raised or amplified for faculty, based on a survey of full-time faculty on the main campus of the University of New Mexico in Spring 2022. Some of the issues identified existed before the pandemic, which further exacerbated challenges and inequities. Results based on faculty gender, race/ethnicity, and job title are provided.

The report contains multiple recommendations for each of the four core issues that will assist individual faculty and improve campus climate and culture. Recommendations are often applicable to multiple issues, so we provide an appendix that cross-lists recommendations between …

Professional Development Newsletter, November 2022, Odu Career Pathways Program, Old Dominion University

Career Pathways

November 2022 issue of ODU Career Pathways Professional Development Newsletter.

Developing Mexican And Central American Spanish Phrases For U.S Construction Workforce To Improve Jobsite Communication, Alexis Saborio

All Theses

This paper gives an overview of a study conducted with US construction practitioners and Hispanic construction workers to develop Mexican and Central American construction Spanish phrases. Many companies face the challenge of a language barrier between the English construction supervisors and the Spanish-- speaking speaking Hispanic workers. This language gap is creating poor expectations among different sectors in the construction industry. Over the past several years as the number of Hispanic construction w orkers have increased in the United States so has the language barrier. The majority of the Hispanic construction workforce comes from Mexico and Central America. US construction …

The Correlation Between Transformational Leadership And Mental Health Clinician Burnout, Rebekah E. Shutter

Electronic Theses and Dissertations

Mental health clinicians working in a hospital setting are at a high risk of experiencing burnout due to the stressful demands of their caseloads, compassion fatigue, limited resources, and unsupportive leadership. While there is ample research regarding the cause and effect of burnout on clinicians there is a gap in the literature when it comes to the impact leadership has on mental heath clinician burnout. The purpose of this quantitative, correlational study is to determine if and to what extent there is a correlation between Transformational Leadership and mental health clinician burnout. Participants for this study consisted of 200 mental …

Emprendimiento E Innovación En El Contexto De La Crisis Sanitaria, César Augusto Giraldo Duque, Cesar Alberto Wilches Martínez, Falón Dayana Zamudio Barón, Brayan Esmid Anacona Galindo, Disney Rocío Mancera Riveros, Juan Manuel Ballen Campos, La Rotta Wendy García, Nicole Iveth Alvarado Díaz, Karen Tatiana Arias Bermúdez, Eliana Sulayn Diaz Rojas, Yeimy Dayana Gutiérrez Ortiz, Lisett Tatiana Romero Ballesteros, Miller Yorssdany Martínez Montaño, Darwin Felipe Peñuela Cita

Ciencias Administrativas, Económicas y Contables

El proyecto investigativo sobre “emprendimiento e innovación en el contexto de la crisis sanitaria”, es el resultado de un esfuerzo conjunto entre los estudiantes de contaduría pública IIPA 2020 del cuarto semestre tarde y noche del CADI “pensamiento administrativo”, quienes debían realizar propuestas de reactivación económica para los pequeños productores de las fincas que se han visto afectados por la pandemia y no han podido comercializar los productos cosechados.

En el proyecto también se tiene en cuenta aquellos productos que no cumplen con los estándares de calidad para ser llevados a un mercado y terminan perdiéndose en las fincas sea …

Birkman.Nl: Crafting The Future, Helen De Haan Dr

Case Studies

Birkman.nl is a small branch of a large US-Based consultancy company Birkman.nl. In an increasingly overcrowded and fragmented assessment market. Despite this challenge, Birkman.nl has maintained a stable competitive position. However, the competition coming from the consulting and software industries has created new entrants and substitutes for Birkman in the European market. Meanwhile, the lack of marketing strategy and budget does not help to address the large heterogeneity in different European countries. The CEO of Birkman.nl Mr. van der Loo is actively searching for new customers in the Dutch and surrounding markets, and, if possible, is looking to enter the …

Signal Cost And Value Alignment In Organizational Sustainability Messaging To New Hires, Mackenzie Law, Ellise Vangilder, Kaitlyn Miller, Mariana Solanilla, Luke Vavricka, Amanda Lillie, Jack Carson, Jim Westerman

River Cities Industrial and Organizational Psychology Conference

Introduction As companies continue to integrate sustainable initiatives as a strategic focus, their communications to new hires must adapt accordingly. Orientation programs represent an opportunity to inform new hires about the company’s sustainability values, but factors influencing the impact of sustainability messaging on new-hire perceptions remain unexplored. It is important for organizations to send signals to their new hires which are perceived as credible, meaningful, and genuine. However, the framing of sustainability orientation messages may combine with new-hire individual differences to influence these perceptions. We draw from signaling theory and value congruence research in HR to consider the potential impact …

The Relationship Between Business Students' Valor And Psychological Capital, Kyle Luthans, Brett C. Luthans, T. Daniel Chaffin

Mountain Plains Business Conference

No abstract provided.

Beating The Employment Challenges: How Unemployed Youths Generate Income For Their Households, Gai Chol Paul

Journal of Sustainable Social Impact

Youth unemployment remains a global threat to the achievement of the United Nations’ sustainable development goals. It impedes the fight to end poverty in all its forms, limits opportunities to promote inclusive and sustainable economic growth, and undermines a country’s ability to reduce inequalities. In Sub-Saharan African nations, the unemployment rate is particularly high because the environment is prone to volatility caused by poor governance, chronic conflicts, and corruption. Unemployed graduates who lack effective strategies risk failing to generate income for themselves and their families. Thus, my purpose in this qualitative multiple case study, which was grounded in achievement motivation …

Professional Development Newsletter, October 2022, Odu Career Pathways Program, Old Dominion University

Career Pathways

October 2022 issue of ODU Career Pathways Professional Development Newsletter.

Work-Family Conflict, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family conflict?

Work-family conflict is defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). Work-family conflict is often contrasted with work-family enrichment, which represents the positive spillover that can occur between the work and family domains. The idea of work-family conflict is grounded in resource drain theory, which suggests that individuals have limited physical, psychological, and social resources to draw on while performing in different roles. When individuals devote large quantities of their resources to one domain …

Work-Family Enrichment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is work-family enrichment?

Work-family enrichment is used to describe the positive benefits derived from spillover between work and family. Specifically, work-family enrichment is formally defined as “the extent to which experiences in one role improve the quality of life in the other role” (Greenhaus & Powell, 2006, p. 73). This is often contrasted with the concept of work-family conflict, which represents the negative spillover between the work and family domains. Work-family enrichment is often distinguished by the direction of its effect; benefits from work that are applied to the family domain are termed work-to-family enrichment (WFE), and benefits from …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

Employee Fit, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is employee fit?

Broadly defined, fit is said to be the “compatibility between individuals and organizations” (Kristof, 1996, p. 3). Early theories of fit proposed that alignment between individuals’ personalities and their environment would lead to greater personal success and happiness; for example, those with social personalities would find the greatest fulfillment in work roles involving helping people, such as a social worker or nurse (Holland, 1985). Since then, the idea of fit has been expanded to include not just alignment of personality, but also attitudes, values, preferences, needs, goals, knowledge, skills, and abilities (Kristof-Brown et al., 2005). Fit …

Exploring The Roles Of The Craft Trainer In The Construction Industry, Mary M. Chatham

Human Resource Development Theses and Dissertations

The construction industry is a significant contributor to the overall U.S. economy. Since the early 1980’s the industry has been suffering from a workforce shortage at the individual contributor level, craft employees. This sector of the workforce comprises between 40-50% of the workforce, and contributes significantly to the revenue stream. Given this, the craft workforce shortage continues to pose a significant threat to the overall sustainability of the industry. Training and the transfer of knowledge are important concepts across all industries given the investment in training that has been reported. It is of heightened importance when labor shortages exist, such …

Creating And Grading Your Resume, Ricaute Rogers

Open Educational Resources

This assignment prepares you to create a resume based on the chapters covered in Microsoft Word application for CIS 100.

Determining Factors In Graduate Recruitment And Preparing Students For Success, Denise Jackson, Linda Riebe, Flavio Macau

Research outputs 2022 to 2026

Purpose: This study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on the employability capitals model to interpret findings and identify ways to better prepare higher education students for recruitment and selection. This is particularly important in declining graduate labour markets, further weakened by COVID-19. Design/methodology/approach: This study gathered data from surveying 183 Australian employers from different organisational settings. Responses were analysed using descriptive and multivariate techniques, the latter exploring variations by role type, sector and organisation size. Findings: Findings reaffirmed the criticality of students having …

Disability Inclusion, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

The following resources provide information to help agencies create disability-inclusive workplace policies and practices. The Office of Disability Employment Policy (ODEP) is a non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. The Employer Assistance and Resource Network on Disability Inclusion (EARN) is an ODEP technical assistance center that provides resources to help employers recruit, hire, retain, and advance individuals with disabilities and comply with their responsibilities under the ADA. Inclusion@Work: A Framework for Building a Disability-Inclusive Organization allows organizations to explore strategies for creating disability-inclusive …

Talent Management And The Impact Of Dark Triad Personalities In The Workplace, Joseph A. Rosendale, Eliot Mastrovich, Leann Wilkie

International Journal of Applied Management and Technology

This study examines links between the Dark Triad of personality types (Machiavellianism, psychopathy, and narcissism) and workplace behaviors. The research objective seeks to confirm the relationship between the Dark Triad and several negative behaviors while investigating positive externalities that have not been previously explored. A literature review covers the background of the Dark Triad, instruments that have been used to measure it, and ongoing research streams in the field. The Short Dark Triad (SD3) survey was administered to 142 working professionals and data collected were quantitatively examined using a variety of statistical tools in SPSS. Corresponding results provide additional evidence …

Instructional Designers Conducting Professional Learning Using Social Media: A Phenomenological Study Of Their Experiences Through A Self-Regulated Learning Lens, Pauline S. Muljana

STEMPS Theses & Dissertations

Because the instructional design and technology field is dynamic (Sharif & Cho, 2015; Wang et al., 2021), instructional designers need to pursue continuous, just-in-time professional learning (Carliner, 2018) to improve knowledge, skills, and abilities (Sharif & Cho, 2015; Ritzhaupt & Martin, 2015), without being constrained by location, budget, and time (Muljana et al., 2020; Muljana et al., 2021). On the one hand, the omnipresent social media technologies offer affordances for facilitating this type of professional learning. Such technologies allow instructional designers to reach out to colleagues, search for ready-to-implement strategies, and find relevant, timely information. On the other hand, conducting …

Call Center Retention: A Correlational Study Of Work Attitudes And Satisfaction Of Training And Development For Customer Service Agents, Jacquelyn Holmes Birocci

Electronic Theses and Dissertations

The focus of this study was the theoretical model of work attitudes that customer service representatives have about their jobs, the level of satisfaction they have with training and development, and the relationship of work attitudes and satisfaction with employee retention within U.S.-based software as a service inbound call centers. The purpose of this quantitative correlational research was to investigate if and to what extent work attitudes and satisfaction of training and development had a relationship with employee retention within U.S.-based inbound call centers. A quantitative methodology was used to explore if work attitudes and satisfaction of training and development …

Role Stress, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is role stress?

A work role consists of “a pattern of behaviors perceived by an employee as behaviors that are expected” (Tubre & Collins, 2000, p. 156). When perceived work role expectations are unclear, incompatible with other expected behaviors, or too much to handle, role stress is said to occur (Tubre & Collins, 2000). Role stress is typically broken down into three main types: role ambiguity, role conflict, and role overload. Role ambiguity refers to a situation in which employees are unsure about what their responsibilities are, what behaviors are expected of them, and what the standards are for …

Relationship Of Leader-Member Exchange On Role Stress And Burnout: A Public Accounting Perspective, Sammie Parsley

Dissertations

An issue that concerns public accounting firms, both large and small, is that of employee burnout within the workplace. As a service-oriented industry, accommodating client needs is pivotal to long-term success. With that in mind, meeting client demands often means accountants must work long and strenuous hours, an attribute inherent to the industry. Consequently, public accounting firms often find themselves struggling with voluntary turnover as a result of burnout and opportunity for increased financial incentives elsewhere. The busy season in public accounting can be especially difficult, as accountants can find themselves working very long hours for weeks on end. This …

Individual And Social Factors Influencing Sports Science Internship Students’ Practice-Based Learning: A Phenomenological Study, Peson Chobphon

The Qualitative Report

The results of this study will help form guidelines for developing students’ capacities for learning in authentic workplace settings to better prepare them to be effective and efficient in their chosen careers. This phenomenological study examined factors influencing practice-based learning and how participants learned from their practice. Six fourth-year students majoring in sports science who had recently returned from their internships took part in this study. Data were collected through semi-structured interviews. Thematic analysis was performed on the transcripts to characterize the participants’ shared experiences, which yielded the following seven themes of factors influencing their practice-based learning: (a) clear career …

The Impact Of Emotional Intelligence On The Leadership Of Chief Human Resources Officers In The California Community Colleges System, Tonya Davis

Dissertations

Purpose: The purpose of this phenomenological study was to describe the perceptions of chief human resources officers (CHROs) in the California Community Colleges System regarding the impact of emotional intelligence (EI) on their leadership in four areas: self- awareness, self-management, social awareness, and relationship management.

Methodology: This qualitative phenomenological study described the lived experiences of CHROs as those experiences relate to the impact of EI on their leadership. A random sample was selected from the target population of 24 CHROs located in the Central and Southern Regions of California. The instrumentation used in the study was semistructured interview questions adapted …

Workplace Fun For Employee Engagement: A Function Of Organizational Culture?, Lacey Logan

Human Resource Development Theses and Dissertations

Workplace fun is an organizational phenomenon intended to bring cheerfulness and joviality to employees’ daily work-related interactions. Because of its uplifting nature, workplace fun is prevalent in numerous organizations. A great number of employees have experienced some aspect of having fun at work. This actuality makes the concept of having fun at work familiar to most employees. HRD practitioners use workplace fun to engage employees. However, research has associated workplace fun with employee disengagement as well. Organizational culture potentially explains the different effects of workplace fun on employee engagement. Organizations with clan cultures have a family-like feel. Contrastingly, hierarchy cultures …