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Title: MANAGEMENT AND THE NEW BREED HOSPITAL EMPLOYEE.
Creator: MCKRELL, JOHN H., Florida Atlantic University, Preston, Paul
Abstract/Description: This study was prepared to determine whether the hospital industry had changed personnel philosophy, policies, and practices as a result of the attitudes and thinking of the new breed employee. This employee questions establishment mores, generally is not over 30 years of age, and has entered the labor force during the past five to eight years. Business, government, labor and philosophy are reviewed in terms of their influence on today's attitudes. A survey was conducted to determine the...
Show moreThis study was prepared to determine whether the hospital industry had changed personnel philosophy, policies, and practices as a result of the attitudes and thinking of the new breed employee. This employee questions establishment mores, generally is not over 30 years of age, and has entered the labor force during the past five to eight years. Business, government, labor and philosophy are reviewed in terms of their influence on today's attitudes. A survey was conducted to determine the impact of new breed thinking on policies and practices. Factors surveyed included recruiting and hiring, training and promotions and career development, rules and regulations , supervisory practices and communications. The results of the survey indicated that employee policies and practices of the hospital industry were not significantly influenced by new breed thinking.
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Date Issued: 1975
PURL: http://purl.flvc.org/fcla/dt/13747
Subject Headings: Hospitals--United States--Personnel management, Personnel management
Format: Document (PDF)

Title: The new cure for white collar unrest.
Date Issued: 1948
PURL: http://purl.flvc.org/fcla/DT/352234
Subject Headings: Clerks --United States., Personnel management.
Format: Document (PDF)

Title: DETERMINING EFFECTIVE AND EFFICIENT PERSONNEL INTEGRATION GUIDELINES.
Creator: CULVER-WELLS, GLORIA DIANE., Florida Atlantic University, MacKenzie, Donald G.
Abstract/Description: The purpose of this study was to select from Office of Contract Compliance Program Affirmative Action those guidelines that were time and effort efficient toward achieving personnel integration. The research procedures included rank ordering the guidelines and identifying basic guidelines suitable for any organization's affirmative action plan, and determining consensus of behavior among respondents from diverse organizations regarding their guideline choices. Business respondents selected to...
Show moreThe purpose of this study was to select from Office of Contract Compliance Program Affirmative Action those guidelines that were time and effort efficient toward achieving personnel integration. The research procedures included rank ordering the guidelines and identifying basic guidelines suitable for any organization's affirmative action plan, and determining consensus of behavior among respondents from diverse organizations regarding their guideline choices. Business respondents selected to participate were identified by members from the United States Commission on Civil Rights, The National Council of La Raza, and the Office of Federal Contract Compliance Programs. University respondents were arbitrarily limited to administrators and affirmative action officers from state, four-year and upper level, higher education institutions in Colorado and Florida. The response to the survey yielded a rank order of priority listing of affirmative action guidelines, ten basic affirmative action guidelines considered worthwhile for all organizations to include in their affirmative action plans, and a comparison of the behaviors of business and university administrators instituting personnel integration in their organizations.
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Date Issued: 1982
PURL: http://purl.flvc.org/fcla/dt/11819
Subject Headings: Affirmative action programs, Personnel management
Format: Document (PDF)

Title: A STUDY TO DETERMINE THE EFFECTIVENESS OF THE SEMANTIC DIFFERENTIAL AS A MEANS FOR MEASURING ATTITUDES OF TEACHERS TOWARD PUBLIC SCHOOL SUPERVISORY PERSONNEL.
Creator: WRIGHT, WILLIAM FRANCIS, Florida Atlantic University
Abstract/Description: This study sought to accomplish three things: 1) to develop a model which would use semantic differential techniques to measure the intensity of teacher attitudes toward public school supervisory concepts; 2) to determine if teachers' attitudes differ significantly in the subgroups of the study's population when analysis of variance is applied to the data supplied by the model instrument; and 3) to determine which rotation, orthogonal or oblique, more closely approximates the simple structure...
Show moreThis study sought to accomplish three things: 1) to develop a model which would use semantic differential techniques to measure the intensity of teacher attitudes toward public school supervisory concepts; 2) to determine if teachers' attitudes differ significantly in the subgroups of the study's population when analysis of variance is applied to the data supplied by the model instrument; and 3) to determine which rotation, orthogonal or oblique, more closely approximates the simple structure when factor analysis is applied to the data. Analysis of the data was based on the responses of 217 public school teachers who were enrolled in graduate courses located at the University of Central Florida and Florida Atlantic University. Each subject responded to eighteen bipolar scales, evaluating seven supervisory concepts. Analysis of the data was accomplished by three computer programs, Kaiser's "Little Jiffy, Mark IV," to measure sampling adequacy, reliability, and degree of empirical confirmation of the model; analysis of variance to determine whether the subgroups were statistically significant and evaluate the relationship between the variables in the groups; and factor analysis applied to the data which incorporated two methods of rotation, orthogonal and oblique, to determine which rotation more closely approximates the simple structure. Findings: The findings may be summarized as follows: 1. Teachers' responses clustered into four principal factors, here presented in rank order of extraction--evaluation, potency, activity, and stability. The evaluation factor accounted for over 55 percent of the common variance. 2. The concept instrument, bipolar scales, and semantic differential techniques can be combined to differentiate teacher attitudes concerning specific concepts. 3. A comparison of the mean variable scores for concept instruments revealed that responses by this study's teachers rated the positions of principal, director and superintendent very low. 4. Data comparing such groups as university attending, school districts of employment, and age groups by analysis of variance techniques revealed statistical differences that were substantive when evaluating the concepts of dean, principal, director and superintendent. 5. Teaching level and male/female teacher group accounted for statistical differences that did not prove to be substantive over all concepts. 6. A comparison of the quartimax rotated factor matrix and the oblique pattern matrix revealed that clusters of variables are more clearly defined on the pattern matrix. Near zero loadings are minimized and high loadings are maximized. However, on several of the concept data runs the differences were not clearly defined. Conclusions: 1. The model developed for measuring teacher attitudes was reliable and demonstrated a high degree of empirical confirmation. 2. Supervisory job does appear to be a factor influencing teachers' attitudinal responses on the bipolar variables. 3. University of attendance, school district of employment, and age group are factors which produce significant differences in teacher attitudes. 4. Factor analysis involving either orthogonal or oblique should be selected based on the objectives of the research project. Both methods may be utilized, results compared, and the solution which provides the best answer for the study involved should be selected.
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Date Issued: 1980
PURL: http://purl.flvc.org/fcla/dt/11746
Subject Headings: Teachers--Attitudes, School personnel management
Format: Document (PDF)

Title: THERE IS NO “I” IN TEAM: IMPACTS OF SURGICAL TEAM DYNAMICS ON OPERATIONAL PERFORMANCE AND CLINICAL OUTCOMES.
Creator: Hasse, Christopher H., Behara, Ravi S., Florida Atlantic University, Department of Information Technology and Operations Management, College of Business
Abstract/Description: While the complexities and challenges facing healthcare continue to grow, the focus on improving surgical practices remains constant. Possessing a strong influence over patient referral patterns, public reputation/prominence, and financial performance, surgical practices command heightened attention on operational performance and clinical outcomes. Executive leadership cannot support (nor improve) a surgical practice without comprehending the importance of team dynamics in the operating room ...
Show moreWhile the complexities and challenges facing healthcare continue to grow, the focus on improving surgical practices remains constant. Possessing a strong influence over patient referral patterns, public reputation/prominence, and financial performance, surgical practices command heightened attention on operational performance and clinical outcomes. Executive leadership cannot support (nor improve) a surgical practice without comprehending the importance of team dynamics in the operating room (OR) environment. Previous literature offers mixed and incomplete results on themes of team familiarity and OR efficiency, frequently citing handoffs, late starts, and task disruptions as catalysts for negative performance. Studies routinely use historical interaction counts to measure team familiarity, which often neglect the degree of participation (engagement) across prior experiences. Similarly, counts of handoffs or individuals entering an OR do not offer an accurate assessment of team performance. Guided by historical studies, four hypotheses are presented and argue that enhancing surgical team dynamics yield favorable improvements for operational performance and clinical outcomes. Utilizing data from 9,049 neurologic surgery cases performed at two separate campuses (belonging to the same organization) over a three-year timeframe (March 2019 to November 2021), this study measures surgical team dynamics in a highly complex setting through the lens of case continuity and surgeon familiarity to assess key outputs: case scheduling errors (proxy for operational performance) and post-operative complications within 30-days of surgery (proxy for clinical outcomes).
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Date Issued: 2023
PURL: http://purl.flvc.org/fau/fd/FA00014137
Subject Headings: Surgery, Operating room personnel, Healthcare management
Format: Document (PDF)

Title: WORDS MATTER: USE OF GENDER IDENTITY PRONOUNS IN BUSINESS COMMUNICATION.
Creator: Carlin, Patricia, Treviño, Len J., Florida Atlantic University, Department of Management Programs, College of Business
Abstract/Description: Through this research, I provide quantitative evidence on the use of gender identity pronouns in business communication as it relates to sexual stigma theory and psychological safety theory in the workplace. This theoretically grounded, empirical investigation uncovers what impact, if any, psychological safety has on the use of gender identity pronouns in the workplace. My research measures the degree to which respondents feel psychologically safe enough to use their gender identity pronouns...
Show moreThrough this research, I provide quantitative evidence on the use of gender identity pronouns in business communication as it relates to sexual stigma theory and psychological safety theory in the workplace. This theoretically grounded, empirical investigation uncovers what impact, if any, psychological safety has on the use of gender identity pronouns in the workplace. My research measures the degree to which respondents feel psychologically safe enough to use their gender identity pronouns in a work context and which other factors (such as age cohort or the sociopolitical leanings of the company where they work) impact their decision to do so.
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Date Issued: 2024
PURL: http://purl.flvc.org/fau/fd/FA00014369
Subject Headings: Business communication, Gender identity, Personnel management
Format: Document (PDF)

Title: A comparative study of the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job among Saudi and American universities' faculty members.
Creator: Alzahrani, Mohammed., College for Design and Social Inquiry, School of Public Administration
Abstract/Description: This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate...
Show moreThis study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided.
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Date Issued: 2013
PURL: http://purl.flvc.org/fcla/dt/3362326
Subject Headings: Conflict management, Interpersonal communication, Job satisfaction, Personnel management, Labor turnover
Format: Document (PDF)

Title: FORWARD PLANNING IN HUMAN RESOURCES MANAGEMENT.
Creator: WILKS, ARTHUR GARLAND., Florida Atlantic University, Sullivan, John W.
Abstract/Description: Increasing rates of social and technological changes, together with economic considerations require more concern about human resources management. This requirement arises for a) workers' concern about skill obsolescence and b) organizations' need to improve operating efficiency. The purposes of this study were: 1. To determine what are currently regarded as 'best practice' applications of: a. Job Identification Forecasts b. Human Resources Inventories c. Matching Jobs and Manpower 2. To...
Show moreIncreasing rates of social and technological changes, together with economic considerations require more concern about human resources management. This requirement arises for a) workers' concern about skill obsolescence and b) organizations' need to improve operating efficiency. The purposes of this study were: 1. To determine what are currently regarded as 'best practice' applications of: a. Job Identification Forecasts b. Human Resources Inventories c. Matching Jobs and Manpower 2. To ascertain to what extent these 'best practice' concepts were actually followed in organizations operating in Alberta; and whether or not such practices could serve as examples for others. The procedure involved a review of relevant literature, and primary research involving twelve Alberta organizations.
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Date Issued: 1973
PURL: http://purl.flvc.org/fcla/dt/13546
Subject Headings: Manpower planning--Alberta, Personnel management--Alberta
Format: Document (PDF)

Title: A DESCRIPTIVE STUDY OF EMPLOYEE ABSENCE CONTROL PROGRAMS IN FLORIDA'S SIXTY-SEVEN SCHOOL DISTRICTS.
Creator: FREDERICK, THOMAS WESLEY, Florida Atlantic University, Wells, Jack G.
Abstract/Description: This study described the present condition of absence control programs within the sixty-seven school districts of the State of Florida. It was initiated when it became evident that the literature of educational administration was sparse in reference to current studies involving the effects of absence control strategies on school board personnel. This lack of reference in the literature of educational administration was contrasted with the wealth of information within the field of business...
Show moreThis study described the present condition of absence control programs within the sixty-seven school districts of the State of Florida. It was initiated when it became evident that the literature of educational administration was sparse in reference to current studies involving the effects of absence control strategies on school board personnel. This lack of reference in the literature of educational administration was contrasted with the wealth of information within the field of business administration. The question arose as to the actual state of existing absence control programs within the educational domain. This study found that few absence control programs existed within the Florida school districts. Little program innovation was evident, and even the most basic components of an effective absence control program were lacking. The Florida school districts were not consistent in their tendencies to maintain written attendance policies or standard procedures for reviewing absences. They did not conduct annual absentee studies nor create a list of chronically absent employees. Employee assistance programs like absentee counseling and alcoholic rehabilitation were virtually non-existent. The sparcity of educational research in the review of the literature was consistent with the scarcity of absence control programs within the Florida educational system.
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Date Issued: 1982
PURL: http://purl.flvc.org/fcla/dt/11815
Subject Headings: Sick leave, Absenteeism (Labor)
Format: Document (PDF)

Title: How Perceptions of Justice, Children's Lifestyle Satisfaction, and Several Turnover Outcomes Relate to Repatriate and Spouse/Partner Compensation and Lifestyle Satisfaction.
Creator: Thomason, Stephanie J., Peterson, Mark F., Florida Atlantic University
Abstract/Description: This dissertation analyzes how the reactions of repatriates and spouses/partners about their new lifestyle and compensation package upon repatriation relate to several repatriate turnover outcomes. U.S.-based multinational organizations often provide global assignees with an extensive benefit package, including such items as housing allowances, foreign-service premiums, tuition for international schools, and club memberships. Once the assignment is over, these additional benefits are...
Show moreThis dissertation analyzes how the reactions of repatriates and spouses/partners about their new lifestyle and compensation package upon repatriation relate to several repatriate turnover outcomes. U.S.-based multinational organizations often provide global assignees with an extensive benefit package, including such items as housing allowances, foreign-service premiums, tuition for international schools, and club memberships. Once the assignment is over, these additional benefits are necessarily terminated. Results of a qualitative analysis of 14 semi-structured interviews and a quantitative analysis of 37 U.S. repatriated executives and 34 spouses/partners of repatriated executives suggest that repatriate perceptions of distributive justice positively relate to all facets of pay satisfaction (i.e. pay level, pay raise, benefits, and pay structure and administration satisfaction), while procedural justice relates positively to pay structure and administration satisfaction. Overall pay satisfaction, in turn, positively relates to the intentions to increase one's investment in company-specific skills. Repatriate and spouse/partner attitudes about the changes in benefits they encounter upon repatriation are predicted by their children's satisfaction with their new lifestyle. Furthermore, some evidence suggests support for the proposition that overall pay satisfaction and benefit change satisfaction of repatriates and spouses/partners negatively relate to the actual turnover of repatriates. The implications drawn from this dissertation inform theories of social status, spillover, equity, and expatriate adjustment. Multinational organizations employing expatriates may additionally consider the practical implications useful when establishing compensation packages and repatriation programs for international assignees.
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Date Issued: 2007
PURL: http://purl.flvc.org/fau/fd/FA00000616
Subject Headings: International business enterprises--Personnel management, Employment in foreign countries, Compensation management
Format: Document (PDF)

Title: The Relationship Between McGregor’s Leadership Theory and Happiness Among Higher Educational Leaders.
Creator: Sullivan, Jeannette S., Maslin-Ostrowski, Patricia, Florida Atlantic University, College of Education, Department of Educational Leadership and Research Methodology
Abstract/Description: The purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration...
Show moreThe purpose of this research was to determine if a relationship exists between McGregor’s Leadership Theory and subjective states of well-being among higher educational leaders in state and community colleges in Florida. The underlying supposition was that the preference for what Douglas McGregor called Theory X or Theory Y assumptions, indicate intrinsic assumptions about human nature and are linked to subjective happiness. Quantitative data were collected through electronic administration of two surveys and demographic questions to higher educational leaders at 28 state and community colleges in the State of Florida. These instruments measured levels of well-being through the PERMA-Profiler instrument and preferences for Theory X or Theory Y using the Theory X and Theory Y Managerial Assumptions Inventory. Multiple correlation and regression analyses were used to address the research questions. This study detected no relationship between well-being and happiness in this sample.
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Date Issued: 2017
PURL: http://purl.flvc.org/fau/fd/FA00004831, http://purl.flvc.org/fau/fd/FA00004831
Subject Headings: Personnel management., Educational leadership., Quality of work life., Work--Psychological aspects., Happiness., Job satisfaction.
Format: Document (PDF)

Title: PERCEPTIONS OF FLORIDA EDUCATORS AND SCHOOL BOARD MEMBERS REGARDING THE PRINCIPAL'S ROLE IN COLLECTIVE NEGOTIATIONS.
Creator: SKINNER, NOLAN G., Florida Atlantic University
Abstract/Description: The problem. The purpose of this study was to determine the perceived role of the principal in collective negotiations as viewed by elementary and secondary teachers, elementary and secondary principals, superintendents, and school board members in Florida. Conclusions. 1. Educators with different employment responsibilities have different perceptions of the principal's role in negotiations. 2. Educators with similar job responsibilities, in different areas of the state, have similar...
Show moreThe problem. The purpose of this study was to determine the perceived role of the principal in collective negotiations as viewed by elementary and secondary teachers, elementary and secondary principals, superintendents, and school board members in Florida. Conclusions. 1. Educators with different employment responsibilities have different perceptions of the principal's role in negotiations. 2. Educators with similar job responsibilities, in different areas of the state, have similar perceptions of the principal's role in negotiations. 3. Superintendents have formulated the strongest opinions of the role of the principal in negotiations as indicated by generally more extreme scores than characterized the other employment categories. 4. Instructional level (i.e., elementary or secondary) has no significant effect on the perceptions of teachers or principals concerning the principal's role in negotiations.
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Date Issued: 1974
PURL: http://purl.flvc.org/fcla/dt/11644
Subject Headings: School personnel management, Teacher-principal relationships, School superintendents, School principals
Format: Document (PDF)

Title: The nurses' experience of being assisted in practice by multiskilled personnel.
Creator: Ross, Michele Alessa Stankes., Florida Atlantic University, Ray, Marilyn A.
Abstract/Description: This study's purpose was to explore, through a descriptive method, the registered nurses' experience of being assisted in practice by multiskilled personnel for the provision of direct patient care. The multiskilled personnel were unlicensed, functioned in an assistive role to the nurse, and were trained at the hospital to perform technical direct patient care tasks. Data sources included interviews with three registered nurses. Study findings supported the existence of a caring nurse...
Show moreThis study's purpose was to explore, through a descriptive method, the registered nurses' experience of being assisted in practice by multiskilled personnel for the provision of direct patient care. The multiskilled personnel were unlicensed, functioned in an assistive role to the nurse, and were trained at the hospital to perform technical direct patient care tasks. Data sources included interviews with three registered nurses. Study findings supported the existence of a caring nurse-multiskilled assistant relationship that was characterized by the concepts of communication, task responsibility, reciprocal helping, respect, commitment to a shared goal, and nurse leadership. Through a dialectical process, where the thesis was the nurse-patient relationship as identified in the study and the antithesis was the multiskilled assistant-patient relationship, the nurse-multiskilled assistant-patient relationship was synthesized. The study findings in relationship to previous studies, team theory, and Nursing as Caring theory were discussed.
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Date Issued: 1996
PURL: http://purl.flvc.org/fcla/dt/15361
Subject Headings: Delegation of authority, Nursing services--Personnel management, Differentiated nursing practice
Format: Document (PDF)

Title: Views of registered nurses and unlicensed assistive personnel on the differentiating aspects of their roles in a partnership model of care delivery.
Creator: Sorbello, Barbara C., Florida Atlantic University, Ray, Marilyn A.
Abstract/Description: The purpose of this study was to explore, through a descriptive method, views of registered nurses and unlicensed assistive personnel about their roles. Data sources included interviews with three registered nurses and three unlicensed assistive workers practicing in partnership on an acute patient care unit. Study findings supported role theory assertions that role strain and stress, manifested as role ambiguity, role confusion, role overlapping, and role overload occur when the role...
Show moreThe purpose of this study was to explore, through a descriptive method, views of registered nurses and unlicensed assistive personnel about their roles. Data sources included interviews with three registered nurses and three unlicensed assistive workers practicing in partnership on an acute patient care unit. Study findings supported role theory assertions that role strain and stress, manifested as role ambiguity, role confusion, role overlapping, and role overload occur when the role transition process and role expectations are not clarified or nurtured among role partners. Implications for nursing practice include the following: (1) Nurses in clinical and administrative practice need to be sensitized to the importance of nurses and ancillary personnel being active participants in the work redesign process, and must support the value of caring that transpires in the nurse-patient relationship. (2) Role theory can be utilized to understand dynamics that occur in work settings of nurses and assistive partners.
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Date Issued: 1996
PURL: http://purl.flvc.org/fcla/dt/15305
Subject Headings: Differentiated nursing practice, Nursing services--Personnel management, Nurses--Attitudes, Nurses' aides, Nursing--Standards
Format: Document (PDF)

Title: The predictive validity and adverse impact of an assessment center, a multirater appraisal system and top-down appraisal for selecting retail store managers.
Creator: Tyler, Catherine L., Florida Atlantic University, Bernardin, Harold John
Abstract/Description: This study compares the levels of criterion-related validity and the extent of statistical adverse impact against minorities based on supervisors' top-down (TD) performance appraisals, a multirater appraisal (MRA) system and a traditional assessment center (AC). Data from all three sources were collected as a part of a predictive validity study using criterion data completely independent of the predictor data and where managers who provided criterion data had no knowledge of the predictor...
Show moreThis study compares the levels of criterion-related validity and the extent of statistical adverse impact against minorities based on supervisors' top-down (TD) performance appraisals, a multirater appraisal (MRA) system and a traditional assessment center (AC). Data from all three sources were collected as a part of a predictive validity study using criterion data completely independent of the predictor data and where managers who provided criterion data had no knowledge of the predictor scores. The performance of the selected managers was used as the dependent variable. This is the first study in which direct comparisons were made for predictive validity and adverse impact among these three methods of staffing decisions for the same subjects. As hypothesized, the assessment center (uncorrected r = .32) and multirater methods (uncorrected r = .31) had the highest levels of predictive validity. The predictive validity of the top-down managerial assessment was significantly lower than the other two methods, and the correlation with subsequent managerial performance was not statistically significant (uncorrected r = .13). It was also hypothesized that multirater appraisal and assessment centers would result in less adverse impact than top-down appraisal. After examination by several commonly used methods, only partial support was found for these hypotheses. Analyses using the 80% rule and z-scores found that data from the AC and MRA methods did not indicate adverse impact against minorities while TD data resulted in adverse impact. Possible reasons for the discrepant findings of the various methods of analysis and implications for expert witness testimony are discussed.
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Date Issued: 2003
PURL: http://purl.flvc.org/fcla/dt/12050
Subject Headings: Assessment Centers (Personnel Management Procedure), Employee Selection, Executive Ability--Testing
Format: Document (PDF)

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)

Title: Employees' perception of employers' response after workplace injury.
Creator: Patrick, Nancy S., College of Education, Department of Educational Leadership and Research Methodology
Abstract/Description: The purpose of this study was to (a) explore the lived experiences of school district employees who have sustained on-the-job injuries with specific attention to employee perceptions of employer response after injury and (b) examine whether purposeful empathetic response from the employer after workplace injury was related to changes in employee perceptions of employer response. This study included both qualitative and quantitative methods. In Phase 1, the sample for the interviews included...
Show moreThe purpose of this study was to (a) explore the lived experiences of school district employees who have sustained on-the-job injuries with specific attention to employee perceptions of employer response after injury and (b) examine whether purposeful empathetic response from the employer after workplace injury was related to changes in employee perceptions of employer response. This study included both qualitative and quantitative methods. In Phase 1, the sample for the interviews included nine workers from a large school district in South Florida who had active injury claims within two years before the study began. The Phase 1 findings were that the level of assistance and type of support received after reporting an injury varied among participants, despite working for the same employer; that the perceived response from the employer was more influential in affecting the participants' experience of workplace injury than participants' perception of the response of their coworkers; t hat the reaction from a majority of the school district employees (6 of 9) who were injured at work mirrored perceived employer response; and that more than half of the nine participants had unmet expectations of their employer with respect to how they were treated after experiencing workplace injury. In Phase 2, the 91 subjects that participated in the organizational response survey (See Appendix E and Appendix F) were employees from the same school district who were injured during an eight-week period. Data from three subscales (organizational support, return-to-work policies, and post-injury job satisfaction) on the survey instrument were compared between two groups., An experimental group received purposeful empathetic response from both the employer at the local school or department level as well as contact from the employer's Risk Management department. Analysis of variance was used to compare responses of the groups. A Bonferroni adjustment of .05/3 or .017 was applied: the result was non-significant. This finding suggests that purposeful, empathetic contact alone was not enough to significantly affect the participants' scores.
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Date Issued: 2010
PURL: http://purl.flvc.org/FAU/2978950
Subject Headings: Workers' compensation, Personnel management, Job security, Social aspects, Corporate culture, DIsability insurance claimants, Employment, Industrial accidents, Psychological aspects
Format: Document (PDF)

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)

Title: Perceptions of lnter-campus Relations by Branch Campus and Main Campus Student Affairs Administrators in Multicampus Public Universities in Florida.
Creator: Merzer, Marion R., Floyd, Deborah L., Florida Atlantic University
Abstract/Description: The purpose of this study was to explore the perceptions of inter-campus relations by mid-level student affairs administrators of both main campuses and branch campuses, with a focus on a specific population from 6 of one state's public, 4-year or above multicampus universities. The study examined the relationships that exist between the administrators' perceptions and the variables gleaned from their environment and positions. This research study focused on the branch or regional campuses of...
Show moreThe purpose of this study was to explore the perceptions of inter-campus relations by mid-level student affairs administrators of both main campuses and branch campuses, with a focus on a specific population from 6 of one state's public, 4-year or above multicampus universities. The study examined the relationships that exist between the administrators' perceptions and the variables gleaned from their environment and positions. This research study focused on the branch or regional campuses of 6 of the 11 4-year or above public universities of the state ofFlorida. A convenient, purposeful sample of mid-level administrators, heads of departments designated as student affairs, at Florida university branch campuses and their counterparts on the main university campuses constituted the population for this study. This study discovered significant differences in perceptions of the main campus and branch campus student affairs administrators as they related to the four domains. Campus location was the most significant factor in predicting the perceptions of the respondents. Significant differences were found on issues of respect; communication; authority over budget, staffing, decision making and policy setting.
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Date Issued: 2008
PURL: http://purl.flvc.org/fau/fd/FA00000679
Subject Headings: Universities and colleges--Florida--Administration, Student affairs services--Florida--Administration, College personnel management, Student affairs administrators
Format: Document (PDF)

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)

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