Doctor of Business Administration, Cleveland State University, 2017, Monte Ahuja College of Business

This theoretical and empirical study of Global Talent Management (GTM) analyzes the four major theory and practice gaps of GTM as identified in the literature. It proposes three operationalizations of GTM and empirically analyzes their impact on perceived firm performance. A thorough literature review provides the framework for the operationalizations of GTM. The empirical analysis includes a replication of six scales using a sample of Talent from firms using GTM systems. These scales represent the constructs of the three operationalizations of GTM. Then a series of multiple regression equations analyze the impact of the operationalizations of GTM on perceived firm performance and perceived hiring practices. The scales are all replicated except for one, thus contributing to the literature. In addition, support for the impact of GTM on perceived firm performance is found. The result is theoretical and empirical support for the impact of GTM on perceived firm performance for a sample of 369 talented individuals in firms using GTM systems.

Committee: Susan Storrud-Barnes Ph.D. (Committee Chair); Rajshekhar Javalgi Ph.D. (Committee Member); Richard Reed Ph.D. (Committee Member); Doren Chadee Ph.D. (Committee Member) Subjects: Management; Organizational Behavior

Doctor of Philosophy, University of Toledo, 2014, Curriculum and Instruction: Educational Technology

Workplace bullying is a significant problem carrying wide-ranging consequences in organizations of various sizes and in a variety of work environments. Research suggests ten to twenty percent of employees are exposed to workplace bullying annually. A review of scholarly literature established workplace bullying as a problem impacting employee and organizational performance, with many researchers suggesting human resource professionals should be integral in addressing workplace bullying in organizations. This study utilized the central tenets of human performance technology, specifically systems theory, to focus on the organizational subsystem of human resources as it relates to preventing, identifying, and addressing workplace bullying. There were three identified purposes to this study. The first purpose of the study was to provide a valid measure of workplace bullying reporting from the perspective of the human resource professional. The second purpose of the study was to take an occupation-specific approach to investigate if employees in correctional organizations report workplace bullying behavior to their organization through human resource professionals at a different rate than in other fields of employment. The third purpose of the study was to investigate if correctional organizations are utilizing performance improvement interventions discussed in current scholarly literature to address workplace bullying. Results indicated human resources professionals in this survey have a different perspective on workplace bullying as compared to those considered in the comparison study. Further, correctional organizations are not widely using performance improvement interventions to address workplace bullying. The Rasch Mathematical Model was used to evaluate the research instrument. The Rasch analysis suggested the research instrument could be revised for improved functionality.

Committee: Berhane Teclehaimanot Ph.D. (Committee Chair); Gregory Stone Ph.D. (Committee Member); Lisa Kovach Ph.D. (Committee Member); Robert Sullivan Ph.D. (Committee Member) Subjects: Education

Ph.D., Antioch University, 2022, Leadership and Change

In light of the current economic conditions in the United States brought about by the COVID pandemic, the war for talent is at a high point, and the acquisition and retention of qualified employees are highly competitive. Because employees want to feel challenged by their work and need to feel a sense of belonging, organizations that create engaging and inclusive cultures are at an advantage and need to understand how leadership behaviors can impact these cultures. This three-phased exploratory concurrent mixed-methods research study posed two questions to bring light to the relationship between Inclusive Leadership, Employee Engagement, and individual or social identity. The first question explored whether there is a relationship between the dimensions of Inclusive Leadership as related to aspects of Employee Engagement. The second is whether there are differences in the relationship between Inclusive Leadership and Employee Engagement by individual or social identity. The research findings indicate that inclusive leadership is related to certain aspects of employee engagement and provide a pragmatic model for use by Human Resources Professionals in the hiring and retaining of qualified talent within organizations. This dissertation is available in open access at AURA (https://aura.antioch.edu/) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Committee: A.E. Lize Booysen DBL (Committee Chair); Beth Mabry PhD (Committee Member); Allan Church PhD (Committee Member) Subjects: Behavioral Sciences; Cultural Resources Management; Management; Organizational Behavior; Social Research

Doctor of Education , University of Dayton, 2022, Educational Leadership

Training and development are crucial to employee retention. Frequent turnover in an organization can cause a lack of continuity of care for patients, procedures, and processes needed for the safety of the patients and the organization. The purpose of this study is to gain insight and understanding of how employee development and training will improve industry knowledge for employees and, in turn, increases employee satisfaction which will lead to employee longevity.

Committee: Meredith Wronowski Ph.D (Advisor); Karen Cashman MS (Committee Member); Brent Konodritz Ph.D (Committee Member) Subjects: Business Education; Educational Leadership; Health Care; Health Care Management

Doctor of Philosophy, The Ohio State University, 2006, Labor and Human Resources

The strategic role of the compensation system has been increasingly important to business. However, there has been little knowledge or research about how the compensation system strategically impacts organizations (Gerhart, 2000; Heneman, Ledford, & Gresham, 2000). Therefore, research is needed to substantiate how to improve the effectiveness of the compensation strategy. In this study, a large-scale survey was conducted to examine the effect of compensation practices in a wide variety of organizations. A total of 130 firms responded to the survey; of these firms, six had multiple respondents. The empirical results revealed that long-term incentive, group-based pay, and merit-pay programs positively impact perceptual and financial performance. As well as identifying direct impact, this study examined the indirect impact of compensation programs and practices. In this process, OCB plays a mediating role in the effect of several compensation programs such as, merit pay, group-based pay, and long-term incentive on a firm's performance. The model developed in this study adds valuable insight to the existing strategic compensation literature by identifying the means through which the compensation strategy leads to a firm's success. The current study also makes a theoretical contribution. The use of several compensation programs may have the potential to improve “flexibility” by developing several characteristics of human resources, which in turn are integrated into a firm's success. This study supports the universal perspective by demonstrating positive effects of specific types of compensation programs across organizations and industries. Furthermore, unless human resource attributes achieve “fit” with the features of a compensation program, the strength in the relationship between the compensation program and a firm's performance becomes lower. The findings support the contingency perspective that compensation program characteristics must be consistent with human resou (open full item for complete abstract)

Committee: Heneman Robert (Advisor) Subjects: Business Administration, Management

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2017, Psychology

The current study investigates decision-making styles as predictors of HR professionals' use of intuition in the hiring process. Despite the lack of effectiveness to predict job performance, intuition-based hiring methods are widely used in the field. Understanding the predictors of HR professionals' intuition-based hiring may provide implications to promote evidence-based HR practices. Drawing on the dual-process framework and theories on decision-making under uncertainty, I examined two predictors of intuition-based hiring: cognitive reflection and ambiguity tolerance. Cognitive reflection entails a person's tendency to think thoroughly and resist incorrect intuitive responses. Ambiguity tolerance refers to the extent to which a person is comfortable using vague information to make decisions. In an HR sample (n1 = 164) and a lay decision-maker sample (n2 = 167), participants completed an online survey that included measures of intuition-based hiring and decision-making styles. Data from the two samples provided inconsistent results in regression analyses. In the HR sample, neither of cognitive reflection and ambiguity tolerance significantly predicted intuitionbased hiring. In the lay decision-maker sample, however, ambiguity tolerance was able to explain intuition-based hiring above and beyond perceived situational constraints and Big Five personality traits. Exploratory analyses also showed that in the decision-maker sample ambiguity tolerance explained significant incremental variance in intuition-based hiring over Senior Professional in Human Resources (SPHR) certification. The findings suggested that examining individual differences in decision-making styles might help researchers understand and predict HR professionals' intuition-based hiring.

Committee: Scott Highhouse PhD (Advisor); Margaret E. Brooks PhD (Committee Member); Richard B. Anderson PhD (Committee Member); Jeffrey A. Brown PhD (Other) Subjects: Management; Psychology

Doctor of Philosophy, The Ohio State University, 2016, EDU Physical Activity and Educational Services

This dissertation explored the impact of training in organizational cultures and the influence on job satisfaction in South Korea's manufacturing industry. To address the relationship between and among training, organizational culture and job satisfaction, principal component analysis and multiple regression analysis were applied using the 2013 Korean Human Capital Corporate Dataset. In spite of the significant relationship between job satisfaction and organizational culture, previous research has not fully focused on these relations outside Western countries (Dirani & Kuchinke, 2011). Especially, data on how to promote the organizational culture of the South Korean manufacturing industry is still empirically insufficient. The results of this analysis showed significant relationships between training and job satisfaction, and between organizational culture and job satisfaction, and among training, organizational culture and job satisfaction. Also, this dissertation showed position is statistically significant in all regressions but gender is not statistically significant with current salary. In addition, job satisfaction with work itself is not correlated to gender after inserting the interaction term of gender and position. This study indicates no clear distinction between Adhocracy Culture and Market Culture in South Korea's manufacturing industry. Furthermore, it is found that the influence of “Official rules and regulations are stressed” which belongs to Hierarchical Culture value is strong, potentially due to the national culture of South Korea. The relationship between job satisfaction and organizational culture is statistically significant between job satisfaction and all types of organizational cultures. In addition, higher Adhocracy and Market orientation result in higher job satisfaction. Therefore, HRD practitioners need to consider encouraging flexible and creative organizational cultures in the manufacturing sector. Future research might consider ex (open full item for complete abstract)

Committee: David Stein Dr (Advisor); Joshua Hawley Dr (Committee Co-Chair); Chris Zirkle Dr (Committee Member) Subjects: Adult Education; Education; Education Policy; Public Policy; Vocational Education

Bachelor of Business Administration (BBA), Ohio University, 2016, Business Administration

A paper outlining the importance of training managers separately in development courses within a firm. Four topics - emotional intelligence, communication between managers and subordinates, conflict management, and team formation - are presented in a manager-oriented perspective. This research contributed to four training modules which can effectively build managerial skills in a time efficient way.

Committee: Jason Stoner Ph.D. (Advisor) Subjects: Business Administration; Management

Ph.D., Antioch University, 2015, Leadership and Change

In this world of global interconnectedness women continue to develop cross-cultural careers and their experiences impact and influence global scholarship and practice. Through this study, the relationships, resources, and characteristics that support female expatriate success were explored, with additional focus on the role of mentor and coach relationships. The mixed-methods study was conducted using a sequential approach to research that began with one-on-one semi structured interviews with ten professional women from the United States and Canada working or formerly working in China and Hong Kong. A survey was designed based on the interview findings. Professional women from western countries working or formerly working in eastern cultures responded to the 90-question survey (n = 102). The data collection process ended with facilitated focus groups, attended by nine professional women from the United States, Canada, and Australia working or formerly working in China and Hong Kong. The research findings offer evidence that resiliency-based characteristics must be cultivated and developed to support expatriate cross-cultural success. Findings show perceived success was impacted by expatriate resiliency, access to a mentor/coach, opportunities to support others, prior international experience, and culture specific language skills. A significant relationship was found between specific characteristics and expatriate resiliency. Based on the overall findings, the Cross Cultural Professional Success model was designed and includes four dimensions. This emergent model is presented and discussed followed by a reflective auto-ethnography section. The research study concludes by offering implications for female expatriates, organizational programming, and future research. This dissertation is available in open access at AURA http://aura.antioch.edu/and OhioLink ETD Center https://etd.ohiolink.edu/etd

Committee: Lize A.E. Booysen DBL (Committee Chair); Carol Baron PhD (Committee Member); James Warner PhD (Committee Member); Karen Lokkesmoe PhD (Other) Subjects: Asian Studies; Gender Studies; International Relations; Management; Organization Theory; Organizational Behavior; Womens Studies

Doctor of Philosophy, The Ohio State University, 2006, Physical Activity and Educational Services

Primary purpose of this study was to examine the work experience for the paid, part-time event staff within public assembly facilities, and posited the “employee sportsphere” as a more comprehensive approach to study of the work experience for event staff. Specifically, this study: (1) explored event staff ratings of various aspects of the sportsphere, (2) explored the relationship between the sportsphere and job satisfaction, and (3) explored the relationship between job satisfaction and willingness to return to work. Questionnaire designed for the study was comprised of items from pre-existing scales, as well as similarly structured items created for this study. Mail surveys were utilized to collect data via a census of the paid, part-time event staff at a 20,000+ seat multi-purpose public assembly facility (N=406). Questionnaires were returned by 293 individuals for a response rate of 72%. After testing for reliability and internal consistency, statistical tests were conducted to address the research questions. Mean scores and standard deviations were calculated to measure employees' ratings of various aspects of their work experience, the employee sportsphere. The highest rated items included items addressing hedonistic pleasure, prestige / pride, parking, facility, and training. When examining the mean scores for each of the twelve subscales, hedonistic pleasure and prestige / pride were ranked the highest. Simultaneous multiple regression was utilized to examine the relationship between the twelve subscales of the employee sportsphere and employees' job satisfaction. The overall equation for the regression was significant (F(12, 270) = 18.044, p<.001) and the set of independent variables accounted for 44.5% of the variance (adjusted R2 = 42%) in job satisfaction. Of the twelve subscales, three contributed uniquely; facility, empowerment, and reward and recognition. Simple multiple regression was utilized to examine the relationship between employees' job satis (open full item for complete abstract)

Committee: Donna Pastore (Advisor) Subjects: Business Administration, General

Doctor of Philosophy, The Ohio State University, 2004, Family Resource Management

The role of shocks to household resources in affecting retirement transitions among older employees was analyzed using data from the Health and Retirement Study (HRS). The transitions of reverse retirement and partial retirement were of particular interest. The objectives of the study were: (1) To explore how shocks, or unexpected changes to financial and human resources, affect retirement transitions, and (2) To explore the relative importance of shocks in making retirement transitions. The study sample consisted of 2,514 HRS respondents, born between 1926 and 1938, who changed employment status between 1998 and 2000 or between 2000 and 2002. A multinomial Logit model was used in order to make comparisons among the four retirement transition groups. The empirical model included institutional variables and demographic and environmental control variables. The results suggest that just as the paths to retirement are diverse and complex, so are their determinants. Shocks to financial resources had the largest effects on reverse retirement transitions. Shocks to human resources, including family structure and health, affected all retirement transitions. Institutional variables had the largest marginal effects on partial retirement. As expected, positive shocks to assets decreased the odds of reverse retirement, and negative income shocks had larger marginal effects on retirement transitions than positive income shocks. However, positive asset shocks had larger marginal effects on retirement transitions than negative asset shocks. The partial retirement group was distinguished from the reverse retirement group in terms of financial shock impacts; for members of the partial retirement group, rather than shocks to resources, institutional supports were key determinants. Fewer significant effects on the odds of partial retirement over traditional retirement were found, and the effects were smaller than those for reverse retirement and retirement from part-time employment in (open full item for complete abstract)

Committee: Catherine Montalto (Advisor) Subjects: Home Economics

Doctor of Philosophy, The Ohio State University, 2002, Sociology

The politics of fresh water in international contexts are becoming increasingly contentious. This study analyzes the effects of development, demographics and ecological factors on international disputes over water. From a human ecology approach, I develop a model of water conflict that examines the extent to which population growth and density, urbanization, water scarcity and degradation, social organization, inequitable distribution of water, social inequality, and trade affect the likelihood of conflict over water. Using water event data from the Basins at Risk section of the Transboundary Freshwater Dispute Database (Wolf 1998; Yoffe 2002) and ordinary least squares regression modeling, I tested hypotheses that specified predictors of international water conflict and cooperation. Field notes from a case study of the international dispute between Slovakia and Hungary were also analyzed. The results of the analysis indicate that, of demographic predictors, population density has the clearest and most consistent association with international water conflict and cooperation. Countries with higher population densities have more frequent international water interactions of a more conflictual nature. Population growth and urbanization are also found to be associated with water conflict in various predicted ways. Indicators of development tend to be associated with reduced levels of international water conflict, however, in the case of international inequality of development, water conflict is more likely. Among environmental factors, several indicators of water degradation and depletion were associated with an increase in the level of international water conflict, however these findings were somewhat inconsistent. Inequality in terms of the amount of internally available water was consistently associated with higher levels of conflict. A surprising and counterintuitive finding is that countries that sign international water treaties continue to have water events of a c (open full item for complete abstract)

Committee: Kazimierz Slomczynski (Advisor) Subjects:

Master of Arts (MA), Ohio University, 2011, Geography (Arts and Sciences)

Pastoralism is one of the most efficient livelihood production systems to cope with the non-equilibrium system that characterizes the semi-arid and arid regions of East Africa. However, Maasai pastoralists occupying the Kilimanjaro region of Tanzania have faced many sociopolitical changes that have interfered with their ability to remain mobile and access resources on a daily basis. As climate change is expected in the form of increased variability and more frequent and prolonged extreme climatic events, such as droughts, these social transformations are placing the Maaasai in an uncertain position. This research investigates the changes that have occurred to resource access and mobility among the Maasai over the past 50 years. Using a mixed-methodology, changes in the spatial and temporal dimensions of resource access and mobility are examined. This research then employs a temporally enhanced GIS to geovisualize responses to droughts. Analysis indicates that daily patterns of mobility are constricting due to landscape fragmentation, while the mobility patterns taken in response to extreme climatic events are expanding due to both severity and the opportunities of the 21st century.

Committee: Gaurav Sinha Dr. (Committee Chair); Edna Wangui Dr. (Committee Co-Chair); Thomas Smucker Dr. (Committee Member); Daniel Weiner Dr. (Committee Member) Subjects: Geography

Master of Arts, Miami University, 2006, Geography

This thesis examines how Peninsular Malaysia addresses concerns over sustainability of forestry resources through the formulation, development, and implementation of the National Forestry Policy 1978, and its 1992 Revision. Through content and discourse analysis of these two policy documents, I examine the ways in which the Malaysian state conceives of and constructs human-environment interactions within the forestry sector, and how these policies might reflect national economic goals, international development pressures, and global environmental concerns. Inherent in Malaysia's struggle to achieve sustainable forest management is what I deem as the politics of sustainability. My research shows that by including aspects of global discourses on sustainability into the National Forestry Policy, Malaysia acknowledges the need to conserve the forests for the nation, and the broader international community. However, what is being sustained appears not to be the global forest resources contained within Malaysia's political borders, but, instead, appears to be contemporary Malaysia's efforts to sustain significant economic growth, leading to its economy being successfully integrated into the rapidly globalizing world economy. Consequently, the National Forestry Policy serves to further entrench the forest as a politicized arena in which the battle over sustainability might be realized

Committee: Patricia Ehrkamp (Advisor) Subjects: Geography

Master of Science, University of Toledo, 2013, Biology (Ecology)

Species introduced to the Great Lakes region through shipping, pet trade, and as biological control have caused significant environmental damages and increased costs to boat owners and various water-dependent industries. Once established, some of these species, such as Dreissenid mussels and Eurasian watermilfoil (Myriophyllum spicatum), use recreational boaters as their primary vector of dispersal. Control efforts in the past have focused on boater education efforts and boat washing stations and inspections, yet these can be expensive methods with limited effectiveness. In this study, I construct an invasion model based on a gravity model framework to accurately describe the spread of a simulated invasive species. After parameterization, the constructed model was able to effectively model the human-mediated movements of an invasive species based on historical Dreissenid spread patterns, predicting an average of 78.2% (standard deviation = 0.01%) lakes correctly per model run. I then use the model to attempt to determine the effectiveness of three different invasive species management scenarios in Michigan: deterring boaters from lakes with a high risk of invasion, targeted education at high-risk lakes, and a large-scale education effort. Results indicated that deterring boaters from high-risk lakes is effective in the first five years of an invasion, targeted education is more effective at late stages of an invasion, and large-scale education is effective at all stages of an invasion. Depending on management intensity, the average reduction in the number of invaded lakes ranged from 0.03 at the period of least reduction to 1.49 at the period of greatest reduction when deterring boaters; targeted education and large-scale education reduced the number of invaded lakes by 0.00-1.39 and 0.17-6.00, respectively. Though the management strategies modeled here are theoretical responses to management by recreational boaters, the potential costs of each management scenario i (open full item for complete abstract)

Committee: Jonathan Bossenbroek PhD (Advisor); Richard Becker PhD (Committee Member); Christopher Jerde PhD (Committee Member) Subjects: Ecology; Environmental Science; Natural Resource Management

Psy. D., Antioch University, 2012, Antioch Seattle: Clinical Psychology

Many journal articles about autism spectrum disorders have been published. The definition of “high-functioning autism” used in these papers may need to be reconsidered, as a segment of the population may be more skilled than has been historically thought. A percentage of people on the autism spectrum work in a high-paying professional capacity, in industries such as computer technology and health care. Their intellectual capacities allow them to successfully perform the portions of their jobs that require deep technical knowledge. However, they struggle with the cognitive and social issues associated with the autism spectrum, such as: concrete thinking; literal information processing; contextual misunderstanding; and social misunderstandings. This qualitative study examines the issues encountered by high-functioning people on the autism spectrum who are in the top quartile of American wage earners. It also recounts the reaction of the participants to a major employment lawsuit filed by a knowledge worker with Asperger's. In addition, the subjects describe what they believe are the strengths that they bring to the workplace that they do not perceive in people who are not on the autism spectrum. The electronic version of this dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd.

Committee: Mark Russell Ph.D. (Committee Chair); Richard Coder Ph.D. (Committee Member); Alex Silverman J.D. (Committee Member) Subjects: Developmental Psychology; Occupational Psychology; Psychology