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study of the relationship between work environment variables and the intent of child care workers in southeast Florida to leave their workplace
Title
A study of the relationship between work environment variables and the intent of child care workers in southeast Florida to leave their workplace.
Creator
Rinker, Leighan Roberts, Florida Atlantic University, MacKenzie, Donald G.
Abstract/Description
The purpose of this study was to identity within the workplace sources of satisfaction and sources of dissatisfaction for child care workers in southeast Florida and to develop a predictive model of child care workers' intentions to leave their jobs based on selected work environment variables. The work environment variables selected as predictor variables were administration, communication, compensation, career advancement opportunity, goals and job tasks, children, co-workers, parents, and...
Show moreThe purpose of this study was to identity within the workplace sources of satisfaction and sources of dissatisfaction for child care workers in southeast Florida and to develop a predictive model of child care workers' intentions to leave their jobs based on selected work environment variables. The work environment variables selected as predictor variables were administration, communication, compensation, career advancement opportunity, goals and job tasks, children, co-workers, parents, and facility and supplies. The population surveyed consisted of 227 child care workers from 45 licensed child care centers in Dade, Broward, and Palm Beach counties, Florida. Instruments used in this study were the Child Care Director Questionnaire and the Child Care Worker Questionnaire. Results of data analyses revealed a significant relationship between some of the predictor variables and child care workers' intentions to leave their jobs. The strongest correlations with intent to leave were compensation (r = -.461) and career advancement opportunity (r = -.426). The model with the greatest parsimony and ability to predict child care workers' intentions to leave their jobs included the predictor variables of compensation, career advancement opportunity, children, co-workers, facility, and communication. This model accounted for 25.6% of the variance in child care workers' intentions to leave their jobs. Compensation was identified as a source of job dissatisfaction for child care workers in southeast Florida. Administration, communication, parents, co-workers, children, career advancement opportunity, facility, and goals and job tasks were more sources of satisfaction than of dissatisfaction. More child care workers in this study (92.7%) were satisfied or very satisfied with working with children than with any other work environment variable.
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Date Issued
1997
PURL
http://purl.flvc.org/fcla/dt/12496
Subject Headings
Child care workers--Job satisfaction, Employee motivation, Job satisfaction
Format
Document (PDF)
empirical investigation of personal and contextual factors involved in employee creativity
Title
An empirical investigation of personal and contextual factors involved in employee creativity.
Creator
Collins, Jennifer M. (Bowers)., College of Business
Abstract/Description
Researchers have proposed several theoretical explanations of how employee creativity is fostered and developed in organizations. The early literature attributed creativity to personal factors, such as personality and cognitive ability. Researchers also examined the role of environmental factors, such as role models, support and feedback in creativity. More recent research suggests that when individuals lack creativity-relevant skills, there are certain contextual factors that can provide...
Show moreResearchers have proposed several theoretical explanations of how employee creativity is fostered and developed in organizations. The early literature attributed creativity to personal factors, such as personality and cognitive ability. Researchers also examined the role of environmental factors, such as role models, support and feedback in creativity. More recent research suggests that when individuals lack creativity-relevant skills, there are certain contextual factors that can provide support for the development of the necessary skills. However, there is a dearth of empirical research investigating these relationships. This dissertation summarizes extant research and advances the field by empirically testing the individual and collective roles of personal and contextual factors in employee creativity.
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Date Issued
2008
PURL
http://purl.flvc.org/FAU/3337207
Subject Headings
Creative ability in business, Employee motivation, Success in business, Interpersonal relations, Performance standards
Format
Document (PDF)
Moving Towards Fairness and Diversity? An Analysis of Perceptions from Employees Working in the United States Department of the Interior
Title
Moving Towards Fairness and Diversity? An Analysis of Perceptions from Employees Working in the United States Department of the Interior.
Creator
Beals, Stacey Lisbeth, Sapat, Alka K., Florida Atlantic University, College for Design and Social Inquiry, School of Public Administration
Abstract/Description
This dissertation examines how different United States Department of the Interior (USDOI) employees’ perceive fairness and support for diversity. The USDOI is an agency with numerous STEM (science, technology, engineering, and math) employees who have the opportunity to influence future generations through their STEM internship. Specifically, this dissertation examines the relationship between: (1) the perceived fairness of performance appraisals and the empowerment index, demographic...
Show moreThis dissertation examines how different United States Department of the Interior (USDOI) employees’ perceive fairness and support for diversity. The USDOI is an agency with numerous STEM (science, technology, engineering, and math) employees who have the opportunity to influence future generations through their STEM internship. Specifically, this dissertation examines the relationship between: (1) the perceived fairness of performance appraisals and the empowerment index, demographic characteristics, satisfaction, accountability and recognition; and (2) the perceived support (or lack thereof) of departmental programs and supervisors to foster diversity in the workforce and the empowerment index and demographic characteristics. This dissertation accomplishes several things. First, it provides a review of literature relating to gender diversity. Second, it provides a brief history of organizations that were created and acts/executive orders that were passed in order to support women in their fight against gender discrimination. Fourth, it provides a review of the USDOI’s recruitment, promotion, and employment policies. Finally, it presents an analysis of how USDOI employees’ perceptions of diversity differ by gender. This inquiry utilizes a theoretical framework based on Thomas and Ely’s (1996) and Selden and Selden’s (2001) four diversity paradigms; “discrimination and fairness,” “access and legitimacy,” “learning and effectiveness,” and “valuing and integrating.” These paradigms suggest that the true benefits of diversity can only be realized in the valuing and integrating paradigm where employees’ individual differences are used for the betterment of the organization. It is found that women tend not to perceive that their organization supports diversity. It is also found that the empowerment index, federal tenure, pay category, satisfaction, accountability and recognition are important in explaining employees’ perceptions of fairness and that the empowerment index, federal tenure, supervisory status, gender, and minority status are important in explaining employees’ perceptions of support for diversity.
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Date Issued
2016
PURL
http://purl.flvc.org/fau/fd/FA00004754, http://purl.flvc.org/fau/fd/FA00004754
Subject Headings
Employee motivation., Personnel management., Diversity in the workplace., Organizational justice., Organizational behavior--Social aspects., Corporate culture.
Format
Document (PDF)
structural equations model of organizational commitment, job satisfaction as its covariate, and their antecedent variables
Title
A structural equations model of organizational commitment, job satisfaction as its covariate, and their antecedent variables.
Creator
McFarland, Michael Allen, Florida Atlantic University, Mendell, Jay S.
Abstract/Description
This academic exercise in organizational commitment research explores the causal relationships between organizational commitment, job satisfaction as its covariate latent exogenous variable and nine manifest endogenous variables: (a) organizational conflict, (b) personal values/role conflict, (c) cognitive/affective attitude, (d) intention to leave the organization, (e) job security, (f) role ambiguity, (g) job satisfaction, (h) organizational commitment and, (i) the deficiency in meeting...
Show moreThis academic exercise in organizational commitment research explores the causal relationships between organizational commitment, job satisfaction as its covariate latent exogenous variable and nine manifest endogenous variables: (a) organizational conflict, (b) personal values/role conflict, (c) cognitive/affective attitude, (d) intention to leave the organization, (e) job security, (f) role ambiguity, (g) job satisfaction, (h) organizational commitment and, (i) the deficiency in meeting basic Maslovian needs. This data sample of 400 (faculty members from four public community college districts in south-central Florida) represented urban and non-urban community colleges, large and small campuses, east- and west-coast community colleges, and both full- and part-time faculty. The covariance matrix based on complete data for the sample (n = 400), along with information of the estimated reliabilities, were analyzed using EzPATH, the SYSTAT implementation of structured equations modeling. GFI criteria accompanied diagnostic output and are provided. The path coefficients of the primary model and their respective standard errors complied with accepted statistical methods in most cases. Also, the root mean square residual of the primary model was .0180. The p-value for the primary model was 0.4506 which was supported by a chi-square (χ2) divided by DOF equating to 1.00513. The determined AGFI and GFI indices were .9755 and .9897 respectively. Only the psychological attitudes of conflict, either conflicting standards of the organization or personal values with the organization, and role ambiguity, showed any direct influence by satisfaction and non-significant influence by commitment. Only the psychological attitudes of cognitive/affective attitude, intention to leave the organization, and job security showed any direct influence by commitment and non-significant influence by satisfaction. In this study, job satisfaction and commitment show a mutual causal relationship with each other (represented by the high mutual causation coefficient of 0.94556 SE = 0.02163). The primary model was modified to address both the path of satisfaction being a precedent of commitment (SAT --> COM) and commitment being a precedent of satisfaction (COM --> SAT). Neither of these two models demonstrated goodness of fit criteria as strong as the primary model. This dissertation has shown that by using carefully collected data, it is possible to construct structural equation models consisting entirely of psychological-social variables in a model as large as nine manifest endogenous variables.
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Date Issued
1994
PURL
http://purl.flvc.org/fcla/dt/12394
Subject Headings
Job satisfaction--Mathematical models, Organizational behavior--Mathematical models, Organizational change, Personnel management, Employee motivation, Commitment (Psychology)
Format
Document (PDF)
The Role of Group Affective Tone in Shaping Outcomes of Team-Focused Leadership
Title
The Role of Group Affective Tone in Shaping Outcomes of Team-Focused Leadership.
Creator
Woods, Juanita M, Williams, Ethlyn A., Florida Atlantic University, College of Business, Department of Management
Abstract/Description
This dissertation presents an analytical framework based on the processes of social identification and self-categorization as mechanisms through which team-focused leadership and group affective tone separately and jointly contribute to team outcomes at both the team and team member levels A review of relevant literature supported the development of the research hypotheses The hypotheses were tested using multilevel structural equation modeling and single level path analysis to tease out...
Show moreThis dissertation presents an analytical framework based on the processes of social identification and self-categorization as mechanisms through which team-focused leadership and group affective tone separately and jointly contribute to team outcomes at both the team and team member levels A review of relevant literature supported the development of the research hypotheses The hypotheses were tested using multilevel structural equation modeling and single level path analysis to tease out significant effects of team leadership and affective processes in teams The results of single level path analyses demonstrated that leaders and team members contribute to the affective tone of a team through the sharing of emotions and processes of emotional contagion and norms of emotional expression via identification and self-categorization processes Both individual leaders (vertical team-focused leadership) and team members sharing in leadership processes (shared team-focused leadership) were found to distinctly contribute to group affective tone and the important team outcomes of team performance, creativity, trust, team member engagement, team member identification, and team member citizenship behaviors The results further demonstrated that the affective tone of a team (group affective tone) has direct effects on team member outcomes, and mediates direct effects on outcomes of team-focused leadership Group affective tone was found to mediate the effects of both vertical and shared team-focused leadership on team member engagement, identification, citizenship behaviors, and team trust The results are relevant to both researchers interested in studying leadership and affective processes in teams and to management practitioners interested in understanding contributions to team effectiveness The consideration of both team-focused leadership and the affective tone of a team matter in team effectiveness The emotional climate of a team appears to be important to team member outcomes more so than team-level outcomes Therefore, what managers consider to be important indicators of team effectiveness (either team-level or team member-level) determine the actions of a manager to monitor and strengthen the positive affective tone of a team Limitations are discussed and future research directions are provided to extend the observations of this study
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Date Issued
2016
PURL
http://purl.flvc.org/fau/fd/FA00004763
Subject Headings
Leadership, Positive psychology, Teams in the workplace--Management, Project management--Psychological aspects, Personnel management--Psychological aspects, Employee motivation, Organizational behavior
Format
Document (PDF)