Organization Development Commons^™

Challenges And Innovations In Tennis Coach Development: International Insights From Practitioners Across Continents, Miguel Crespo, Rafael Martinez-Gallego, Christine Nash

Journal of Coach Development

Tennis is a global sport with effective coaches being essential to the continued appeal, therefore the work of the coach developers within the International Tennis Federation (ITF) is crucial. This research examined the work and aspirations of coach developers in tennis using in-depth interviews with 10 ITF coach developers. Subsequently, we developed detailed pen portraits of two ITF coach developers at different levels of experience and engagement in order to highlight any differences in work, objectives or ambition. Findings from coach developers revealed three themes: support from ITF; barriers to learning; making learning less traditional. The pen portraits added further …

Generations At Work: Examining Differences In The Nonprofit Sector, Cory J. Bergeron

Dissertations

This non-experimental quantitative dissertation examined generational differences among non-management employees in the United States nonprofit sector, where multiple generational cohorts work side by side. The problem addressed is that nonprofit leaders’ limited understanding of how distinct generational experiences shape employees’ work-related attitudes and preferences can contribute to conflict, reduced engagement, and costly turnover in already resource-constrained organizations. Grounded in Mannheim’s generational theory and Becker’s human capital theory, the study conceptualized generational cohorts as groups whose shared formative experiences influence what they value in their work context and how those values translate into human capital that affects organizational outcomes.

Using a …

Understanding The Coach Learning Environment In Formal, Field-Based Settings: A Self-Determination Theory Perspective, Jody L. Langdon, Shayla Snow

Journal of Coach Development

Grounded in self-determination theory (SDT), the purpose of this study was two-fold: 1) to evaluate the psychometric properties of SDT-related measures in a sample of coach learners, and 2) to examine the relationships between need satisfaction and frustration, coach motivation, and engagement in training sessions.. A total of 796 coaches participated in the study, completing surveys measuring basic psychological need satisfaction and frustration, coaching motivation, and engagement. Aside from confirming the validity and reliability of measures for use among coach learners, findings indicate that satisfaction of basic psychological needs positively correlated with intrinsic motivation and engagement, while frustration of these …

Exploring The Roles Of The Coach Developer: A Uscce White Paper, Christine Nash, Melissa Thompson, Sean Dahlin, Andrea Woodburn, Jeremy Elliott

Journal of Coach Development

Organizational white papers serve as a mechanism for strategic communication and to establish thought leadership, build credibility, and drive informed decision-making across stakeholder groups. It is the belief of the USCCE that the official launch of the Journal of Coach Development offers the appropriate outlet and timing to publish this official stance of the organization to explore the multiple roles of the coach developer. As the field continues to evolve, our shared understanding of the roles and responsibilities of those serving to support the growth and development of sport coaches will be essential. Further, as a critical focus of the …

What Is Coach Development? A Uscce White Paper, Melissa Thompson, Christine Nash, Sean Dahlin, Andrea Woodburn, Jeremy Elliott

Journal of Coach Development

Organizational white papers serve as a mechanism for strategic communication and to establish thought leadership, build credibility, and drive informed decision-making across stakeholder groups. It is the belief of the USCCE that the official launch of the Journal of Coach Development offers the appropriate outlet and timing to publish this official stance of the organization defining the term ‘coach development.’ As an emerging term in the field, there is need for clarity around what coach development is and what it looks like in practice. Further, as a critical focus of the Journal of Coach Development, this paper will serve to …

Impact Of Community College Size And Meeting Types On Leader-Member Conversation Quality In Career And Technical Education (Cte) Leaders: A Mixed Methods Study, Kenneth Wayne Kirkland Jr.

Dissertations

Community colleges are complex institutions with the primary mission of workforce preparation and academic transfer. In many cases, community colleges produce the majority of their local workforces. Political influences upon workforce priorities, increased national calls for transparency in higher education training, complicated infrastructure, and technical expertise requirements for faculty have created substantial challenges for career and technical education (CTE) leaders. These complexities require the 21st-century CTE leader to be as externally focused as their presidents, highlighting the importance of communication effectiveness in both leaders.

The purpose of this mixed-methods study was to investigate the influence of community college enrollment levels …

The Digital Incorporated Worker Narrative: A Mixed Methods Study Of Digital Capital, Work Selection, And Outcomes In The Fourth Industrial Revolution, Tracie King

Dissertations

Digital technology permeates society and industry, making digital-ready workers necessary for firms of all sizes as a firm seeks competitiveness in the market (Bergson-Shilcock et al., 2023; de Ruyter et al., 2018; Gorski et al., 2022; Karaboğa, 2023; Kim et al., 2017; Qureshi Zia, 2019). Firms seeking digital-ready workers face a complex digital divide that creates a worker shortage (Bergson-Shilcock et al., 2023; Karaboğa, 2023; Qureshi Zia, 2019). This study aims to describe workers' work selection, work experience, and outcomes in a complex digital society.

Most digital divide research focuses on the individuals excluded from owning, accessing, and having skills …

Onboarding To Retention: First Year Experiences Of Faculty And Staff Of Color At A Predominantly White Institution, Paige Jones

Dissertations

Proactive onboarding is essential to a long-term retention strategy. Past research has highlighted the challenge of retaining diverse faculty and staff and how an unwelcoming climate affects the decisions of leaving or staying for faculty and staff of color differently than their White coworkers. Using Bauer’s Four Cs framework, this study explores the role of first-year onboarding experiences in the retention of faculty and staff of color at predominantly white institutions (PWIs) in higher education. Purposive sampling was used to select participants, and semi-structured one-on-one interviews were conducted with nine faculty and staff of color at a PWI in Southern …

Coworkers And Leaders: The Relationship Between Trustworthiness, Trust, And Employee Engagement, Lianne Young

Dissertations

A highly engaged workforce provides numerous organizational and individual benefits (Shuck et al., 2016), the culmination of which leads to a competitive advantage difficult to emulate (Burke et al., 2013). It remains challenging to understand how engagement develops, with little research available explaining the process (Shuck, 2020). High employee engagement levels provide a competitive advantage, but stagnant engagement levels remain a significant obstacle (Shuck, 2020).

Shuck (2020) recommends further research focusing on methods to increase engagement. Trustworthiness and trust are antecedents and drivers of engagement (Chughtai & Buckley, 2008; Federman, 2010; SHRM, 2017). A lack of trust has negative impacts …

Affective Commitment, Mentoring, And Anticipated Turnover Among Millennials, Keiasha Hypolite

Dissertations

ABSTRACT

Millennials comprise the largest group of individuals in the workforce, yet organizations struggle to keep millennials engaged in the workplace. Millennials move from job to job, with an average stay at one employer between 12 and 18 months (Hechl, 2017). Researchers have reported that millennials cause the majority of turnover in the workplace. Globally, human resources practitioners experience difficulties retaining millennials (Sahraee et al., 2021). Previous studies have researched millennials, affective commitment, mentoring, and turnover. However, no known research has used all four factors to solve a global problem. In their discussion of the highly competitive labor market, Ramírez …

The Relationship Between Social Isolation, Telecommuting Intensity Levels, Autonomy, And Job Satisfaction During The Covid-19 Pandemic, Kristy Williams

Dissertations

The COVID-19 pandemic forced workplaces to social distance, and millions of workers began telecommuting or working from home (Kniffin et al., 2021). Becker (2002) stated, “How well companies manage their human capital is a crucial factor in their success (p. 8).” The pandemic has profoundly affected human capital (Ballotpedia, 2021; Collings et al., 2021; Jesuthasan et al., 2020; Kniffin et al., 2021). This study examined the relationship between social isolation, telecommuting intensity levels, autonomy, and job satisfaction during the COVID-19 pandemic. The researcher attempted to answer the research question and objectives by conducting a quantitative correlation study using a survey …

Organizational Stressors As Predictors Of Burnout, Kristen Albritton

Dissertations

The purpose of this study is to determine if organizational stress, measured by role conflict and role ambiguity, predicts burnout among employees. A review of the related literature identified variables that demonstrate a relationship with burnout, supported by the Maslach (1998) theory of burnout and Katz and Kahn’s (1966) organizational role theory. The researcher also examined whether organizational level and demographic variables (gender, education level, and job tenure) moderate the relationships between role conflict, role ambiguity, and burnout.

The study follows a non-experimental, cross-sectional design using data collected from a survey. Results of linear regression analyses reveal role conflict and …

Relationship Between Self-Development, Mentorship, And Senior Military Officer Moral Judgment, Garry Thompson

Dissertations

Despite a renewed emphasis on ethics programs across the Department of Defense (DOD) since 2007, the number of senior officer ethical failures increased by 13% from 2015 to 2017 (Copp, 2017). If the trend of ethical failures and misconduct continue, the military faces a further decline in public confidence (DoDOIG, 2017). The 2017 DOD Inspector General report noted the trend of senior leader ethical failures might foster negative public perceptions regarding military leader’s overall dedication, sacrifice, ethics, and character (DoDOIG, 2017).

A review of military literature revealed the importance of mentorship and self-development in professional development; however, gaps between …

The Relationship Between Organizational Commitment, Discretionary Effort, And Turnover Intent, John Sherk

Dissertations

Unemployment has fallen to 3.7%, the lowest level in 50 years (United States Department of Labor, 2019a). Additionally, 6.9 million jobs are left unfilled (United States Department of Labor, 2019b). A workforce gap has developed between the number of available, qualified workers and the number of jobs that need to be filled (United States Department of Labor, 2019b). This gap has created a new reality for millions of workers who are experiencing unprecedented competition for their talent, which also brings an unprecedented challenge for business owners and managers to find new and better ways to recruit, motivate, and retain talent …

Enablers And Barriers Influencing African American Administrators’ Career Advancement At Predominantly White Institutions Of Higher Learning, Larry Webster

Dissertations

Many Predominantly White Institutions (PWIs) of higher learning do not have enough African Americans to lead their institutions in curriculum development, mentoring, recruitment, and governance (Reyes & Rios, 2005). Previous studies have attributed the modest representation of African American administrators to systemic barriers impeding the recruitment and advancement of African Americans at PWIs of higher learning (Jones, 2007; Perna, Gerald, Baum, & Milem, 2007). Ideally, the administrative leadership at PWIs of higher learning would adequately represent—ethnically and racially—its student population (Higgs, 2014). Levin, Walker, Haberler, and Jackson–Boothby (2013) suggest minimal progress in hiring African American administrators at PWIs of higher …

Screening The Managerial Applicant: A Descriptive Phenomenological Study Of Résumé Review And Evaluation, Gregory E. Higgins

Dissertations

Resume screening is among the most frequently used hiring methods in U.S.-based organizations (Behrenz, 2001; Wilk & Cappelli, 2003). While little research has been conducted to establish its validity (Russell, 2007), 90% of hiring personnel in the United States use some form of resume screening to eliminate job applicants during the hiring process (Boatman & Erker, 2012). Researchers have noted that the use of resume screening is a likely source of hiring errors (Robertson & Smith, 2001) that have a range of negative impacts on organizations including loss of revenue, damage to the organizational image, lowered employee morale, customer dissatisfaction, …

Mitigating Risk: A Delphi Study Identifying Competencies In Sport And Event Security Management, Elizabeth Voorhees

Dissertations

The purpose of this study was to identify core competencies for supervisory-level security management professionals working in the sports and entertainment industry. Qualified and trained sport and event security-management professionals are essential to support the U.S. homeland security objectives outlined in Presidential Policy Directive-21. Providing effective safety and security for sports and entertainment events requires specialized knowledge and skill on the behalf of security-management practitioners who detect, deter, prevent, and respond to potential risks and threats. This qualitative research study employed a Delphi research design to elicit expertise from a purposefully selected panel of experts (N = 36). The …

Exploring Churn And Alignment Between Retention And Occupational Culture As Perceived By Professional Truck Drivers, Catherine M. Cole

Dissertations

Despite advances in logistics software and increased driver pay, the trucking industry continues a historic wave of human capital risks in the form of driver turnover and driver shortages. Previous efforts to understand the phenomenon of driver turnover rely heavily on supply chain, transportation, and logistics based disciplines. The current study provides a human capital ontology towards understanding professional truck driver perceptions. Within the interpretive framework of pragmatism, the study applied a simultaneous ethnographic and phenomenological research design to explore the phenomenon of churn and professional truck driver perceptions of environmental alignment between trucking industry retention strategies and the occupational …

The Effects Of Organizational Commitment And Harmonious Passion On Voluntary Turnover Among Social Workers: A Mixed Methods Study, Ashley Scales

Dissertations

The retention of Social Workers (SWs) is a concern that affects government and private organizations and the workforce. Voluntary turnover among SWs is increasing at an alarming rate. Not only is voluntary turnover rising, but organizational commitment and harmonious passion are declining (Wharton University of Pennsylvania, 2012). This study explored and examined the effect organizational commitment and harmonious passion have on voluntary turnover among Child Protective Services (CPS) SWs. The study used a concurrent mixed method design. Data collected during the quantitative phase provided information on the perceptions of SWs regarding organizational commitment, harmonious passion, and their intent to leave. …

Local Workforce Development Boards: Alignment With Operational Indicators And Behavioral Characteristics, Sharon Humphreys Johnson

Dissertations

The ability of a region to remain competitively viable is dependent upon attracting new business and retaining existing businesses (Good & Strong, 2015). In many instances, regional growth depends on the workforce and the region’s ability to develop a talent pipeline of existing or accessible workers (Blakely & Leigh, 2010). The passage of the Workforce Innovation and Opportunity Act (WIOA) increases the expectations of local workforce board leadership. The WIOA vision for Local Workforce Development Boards (LWDB) is to serve as strategic leaders and act as conveners of regional workforce system partners, stakeholders, and businesses to develop new structures for …

Applying Affective Engagement To Change Organizational Culture: A Secondary Analysis Of Sexual Assault Prevention And Reporting Curriculum Outcomes On U.S. Air Force Technical Training Campuses, Stephen Bryce Ellis

Dissertations

Sexual assault, sexual harassment, and unprofessional relationships are inconsistent with U.S. Air Force vision to foster a culture that promotes dignity and respect. These problems reduce military readiness and retention of talented personnel while increasing costs to taxpayers. To combat these problems, the U.S. Air Force revised its sexual assault prevention and reporting curriculum to employ affective engagement techniques at four technical training campuses. Curriculum developers employed plausible vignettes, storytelling, and classroom debate to create an emotional connection to the sexual assault prevention and reporting lessons. The objective of the revised curriculum was to change the organizational culture to one …

Optimizing Workforce Performance: Perceived Differences Of Army Officer Critical Thinking Talent Across Level Of Education, Richard B. Ayers

Dissertations

The U.S. Army’s operating environment continues to become increasingly complex and unpredictable, where U.S. technological advantage continues to erode. The complexities stem from the Army’s doctrinal assumption that the future operating environment is unknown and constantly changing (Department of the Army [DA], 2014a). Diminishing technological advantage results in more reliance on soldiers’ cognitive capability, and less on high technology weapons systems (McMaster, 2015).

A review of military literature shows extensive research on the importance of Army leaders to be talented critical thinkers (Fischer, Spiker, & Riedel, 2008, 2009; Gerras, 2008; Thomas & Gentzler, 2013). Human capital literature reveals many college …