Master of Arts in Psychology, Cleveland State University, 2014, College of Sciences and Health Professions

While studies continue to examine the effects of diversity and inclusion efforts on protected classes within the United States, transgender individuals remain relatively ignored in that research or are given token representation in research about sexual orientation. By focusing on transgender inclusion as a gender issue with similar but different challenges to both sexual orientation and cisgender women with a careful eye on how race also impacts these experiences, and examining where transgender individuals face the greatest difficulties, organizations can begin to make their workplaces more affirming and inclusive of transgender people, drawing on that inclusion for increased engagement. The study attempted to find predictive factors of outness tied to various aspects of the Transgender Climate Inventory and the Job Descriptive Index, drawing on research that suggests being out in the workplace for sexual minorities increases engagement. Out of 25 possible variables four were found that predicted the level of outness participants displayed at work: [transgender employees are comfortable talking about their personal lives with coworkers], [transgender employees must be secretive], [transgender people consider it a comfortable place to work], and [my immediate work group is supportive of transgender coworkers].

Committee: Steven Slane PhD. (Advisor); Donald Allensworth-Davies PhD. (Committee Member); Victoria Winbush PhD. (Committee Member) Subjects: Gender; Gender Studies; Glbt Studies; Organization Theory; Organizational Behavior; Psychology

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2009, Higher Education Administration

Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Although an awareness of job satisfaction has the potential to reduce absenteeism and employee turnover, we know little about the satisfaction levels of student affairs professionals. This study examined a population of entry- and mid-level student affairs practitioners in order to develop a profile of their levels of satisfaction with the overall job and five facets of satisfaction. In addition, differences were examined among demographic characteristics and predictors of job satisfaction for entry- and mid-level staff were explored. Findings indicated significant differences between entry- and mid-level student affairs professionals' levels of job satisfaction when compared to the neutral level of job satisfaction established by the general population of workers. In addition, significant differences were identified in relation to age, gender, position level, and student affairs functional area. Predictive models were identified for entry-level professionals' satisfaction with opportunities for promotion and mid-level professionals' satisfaction with pay. Suggestions for future research are provided. Implications for practice are noted including the recommendation that student affairs leaders should make much of the fact that student affairs is a satisfying line of work. In addition, results suggested that leaders within student affairs should attend to the differences in satisfaction levels between older and younger professionals at the entry and mid-levels. Further, results implied a generational influence on job satisfaction levels that has bearing on effective supervisory and leadership behaviors. Finally, practitioners may find it useful to attend to the differing satisfaction levels between various functional areas and what these variations imply for leadership practice.

Committee: William Knight PhD (Committee Chair); Michael Coomes PhD (Committee Member); Audrey Ellenwood PhD (Committee Member); Maureen Wilson PhD (Committee Member) Subjects: Higher Education