Doctor of Philosophy, The Ohio State University, 2022, Public Policy and Management

Climate change, also referred to as global warming, is one of the defining challenges of the 21st century. Despite considerable evidence that climate change is occurring and has severe consequences, many Americans remain skeptical and are impeding efforts to address the problem. The purpose of this dissertation is to build an understanding of the determinants of climate change perceptions among climate skeptics. Specifically, this research explores the extent to which political communication affects climate skeptics' perceptions of the phenomenon. In total, three separate analyses were conducted using a national sample of climate skeptics (N = 4,001). The first analysis provides a profile of the average climate skeptic. Using descriptive data and responses from an open-ended question, the study provides a bird's-eye view of the factors that might contribute to individual perceptions of climate change. The findings confirm those of existing research; particularly that climate skepticism is more prevalent among Republicans, older populations, low-income individuals, and those who identify as evangelical. Individuals report being skeptical of climate change because they believe that the narrative around climate change only advances the interests of elites. Individuals also cite factors such as media coverage, awareness of historical data, first-hand experiences with local weather, knowledge of the phenomenon (or lack thereof), and belief in a higher power as reasons for their climate skepticism. The second analysis employs a randomized survey experiment to examine whether framing climate messages as optimistic or fatalistic (i.e., the phenomenon is unstoppable by human action) affects the perceptions of climate skeptics (N = 827). The results show that the framing of an issue does not influence climate skeptics' beliefs that (1) climate change is occurring or (2) that the phenomenon poses a risk of personal harm. Partisanship, however, does appear to moderate th (open full item for complete abstract)

Master of Science (M.S.), Xavier University, 2023, Psychology

The current study sought to understand employee perceptions of organizational change and whether changes implemented due to the COVID-19 pandemic would be interpreted differently based on employee mindset and their relationship with their leader. Variables of interest were types of organizational change, growth mindset, leader-member exchange (LMX) relationships, and satisfaction with change. Contrary to the hypothesis, employee growth mindset did not significantly correlate with satisfaction with change. Additionally, although a significant interaction was found between LMX and growth mindset on satisfaction with change, the plotted interaction revealed the observed form of the moderation to be inconsistent with the study's hypothesis. Instead of high LMX strengthening the relationship between growth mindset and satisfaction with change, growth mindset and satisfaction with change were more strongly related when LMX was low. The current study's results extend the theoretical application of mindset theory into the change management domain and provide guidance to organizations related to growth mindset within their workforce and generating leader-member relationships. Limitations and potential areas for future research are discussed.

Doctor of Business Administration (D.B.A.), Franklin University, 2023, Business Administration

As technology changes constantly, so does the need for organizations to adapt by promptly and effectively implementing technological improvements to gain a competitive edge. Information systems in the information technology (IT) industry are continually seeing new innovations, and business leaders must be prepared to adopt these technological options to strengthen their organizations' information system infrastructure. This dissertation study aims to define the variables that contribute to organizational readiness for change (ORC) to determine information system implementation decisions for companies in the IT industry using a quantitative methodology and an existing decision model as the theory. Behavioral intention is the construct that measures and helps ascertain whether employees are prepared for change. Based on the Pare model, this dissertation study theorized that 10 independent variables are positively related to ORC. Following completion of the survey-based process, the analysis process used partial least squares structural equation modeling (PLS-SEM). This study should benefit the IT industry, which struggles with change management activities within its departments and organizations.

Doctor of Philosophy, The Ohio State University, 2021, Electrical and Computer Engineering

As communication and control systems become more complex, connected and process data at higher velocities, detecting changes in patterns becomes increasingly difficult yet still crucial to guarantee a level of QoS, security, reliability etc. For large systems, usually there are many modes of failure and they are also prone to attacks from different surfaces. Still, there are numerous zero-day vulnerabilities that are unidentified until they cause a fault or are exploited. Change detection with unknown distributions provides a way of detecting the occurrence of faults or the gain of access by malicious parties by comparing the time series system features to their norm. In a wide variety of the applications, on the other hand, it is feasible to assume a certain level of knowledge of the system before the effect takes place and utilizing the knowledge of initial conditions increases the detection performance. With an ever increasing data rate and connectivity, any change in the observed process has to be detected on the fly before it is outdated, without the necessity to store and with a small blast radius for malicious activities. A delay in real time change detection may result in QoS disruption, cyber-physical threats and inability to contain the spread of a disease. So, minimal computational complexity is a key ingredient for modern change detection algorithms. In this dissertation, we assume non-Bayesian change detection problems under a finite alphabet with varying change point and cost models and with unknown post-change distributions. We focus on robust detection algorithms that utilize the knowledge of pre-change system dynamics and are of low complexity. Given that the effect of the change on the system is unknown, the distribution of observations may divert in many ways without much structure, whereas, before the change point, a false alarm is structured by Sanov's theorem, following a particular sample path. The proposed methods characterize (open full item for complete abstract)

Ph.D., Antioch University, 2018, Leadership and Change

A reliable scale to measure adaptive leadership with authority—leadership from a position of power—does not exist. This was an embedded mixed-methods study–QUAN(qual) with data collected through an online survey instrument that included the proposed scale items and an open-ended question. The quantitative part of the study, using data from 436 respondents (92.7% from Mechanical Turk, 7.3% from snowball sampling), involved the development and validation of a unidimensional scale that measures adaptive leadership with authority using exploratory and confirmatory factor analysis. The 11-item scale had a Cronbach's alpha value of .891 and thus displayed high reliability. In the qualitative part of the study, thematic analysis was used to analyze data from 550 respondents to confirm the presence of adaptive leadership with authority sub-constructs and identify possible adaptive leadership behaviors not included in the adaptive leadership framework. The analysis provided support for the following adaptive leadership with authority sub-constructs: Distinguish Between Adaptive and Technical Challenges; Identify the Stakeholders and Their Losses; Create the Holding Environment; Regulate the Distress to maintain focus on adaptive work; Give the Work Back; and Use of Self as a diagnostic and intervention instrument. The narrative data did not support Protecting Voices of Leadership without Authority. The combination of the narrative data and scale pointed to Give the Work Back, Use of Self, and Create the Holding Environment as the most important elements in adaptive leadership with authority. This dissertation is accompanied by a de-identified data file [xls] and the author's MP4 video introduction. This dissertation is available in open access at AURA: Antioch University Repository and Archive, http://aura.antioch.edu/ and Ohiolink ETD Center, https://etd.ohiolink.edu/

Doctor of Philosophy, Miami University, 2017, Educational Leadership

There is scarce literature explaining how leaders leverage the influence necessary to change universities. This study aimed to illuminate leadership practices that seek to make universities more responsive to, and responsible for, the needs and success of students. In doing so, this research explored practices that leaders used to align a university's diverse constituents around shared goals. Specifically, this constructivist, phenomenological study sought to identify the essence of leadership associated with the creation and implementation of a student success model at a faith-based medium-sized institution referred to in this study by its pseudonym St. Paul University. I collected data through semi-structured interviews with 14 staff, faculty and administrators who were involved in the development of the university's student success model, the St. Paul Pathway Program. To my surprise, this study became a remarkable exploration of 12 years of institutional change. The research participants expressed that the creation of St. Paul's student success model was but one part of a larger story of change and transformation. To understand the St. Paul Pathway Program, it was necessary to understand a chapter of St. Paul's history that was set in motion 12 years prior with the arrival of the University's new president. Although the scope of the study changed, the focus remained the same—leadership practices used to facilitate broad and deep institutional change. Faculty, staff and administrators shared rich, detailed descriptions of their experiences of the practices used to facilitate change and their analysis of the degree to which those practices catalyzed or muted action, collaboration, and positive change. In the findings, I identify several challenges for facilitating change, including: catalyzing change; generating buy-in and directing change; refining and sustaining change initiatives; engaging faculty; promoting innovation; and changing culture. Related to tho (open full item for complete abstract)

Doctor of Education (EdD), Ohio University, 2017, Educational Administration (Education)

This study was a quest toward understanding how superintendents prepare districts for change in response to various internal and external environmental forces. This study focused on aspects of the change readiness process. Finally, this study sought to answer questions regarding aspects of a climate and specific strategies superintendents utilize that hinder or assist in preparing a district for change. This research was a qualitative case study bounded by a shared experience. The informants consisted of a purposeful selection of maximum variation, four public school superintendents from Ohio. The four informants were identified and data were collected using the interview process. Saldana's (2010) multi-cycle coding method was used to analyze the data. Interpretation of the data revealed support for the three conditions of a climate included in Schein's (2010) Change Model. Analysis of the interview data also revealed a number of strategies that assisted superintendents in preparing a district for change (persuasive communication, active participation, pacing, and discrepancy.) Lastly, various strategies were identified as hindering the process of preparing a district for change (personal support and discrepancy).

Ph.D., Antioch University, 2024, Leadership and Change

The persistent tension and power struggle between healthcare executives and physicians is a prevalent issue in healthcare organizations, often leading to a culture of organizational mistrust. This dynamic stems from perceived conflicting goals: executives are frequently seen as primarily focused on financial outcomes, while physicians are viewed as resistant to change. This study explored how physician fulfillment is experienced at work, with the ultimate goal of identifying potential interventions to bridge the gap between these groups. There is vast research and literature available regarding burnout in healthcare; this research focused on understanding what physicians find fulfilling in their work and identifying actionable factors healthcare system leaders can address to enhance their fulfillment. Key factors identified from the literature include meaningful patient contact, quality of professional relationships, and organizational decision-making input. At the same time, challenges such as administrative burden and loss of autonomy were noted as detriments to fulfillment. After conducting and transcribing semi-structured phenomenological interviews with physicians, the data were coded for meaning, resulting in 169 codes. The prevalence of these broad themes varied concerning each research question, reflecting the complex and multifaceted nature of physician fulfillment. By identifying patterns and connections in the physicians' experiences, this study highlighted the importance of addressing both systemic and individual factors to enhance professional fulfillment. Key findings of the study include the importance of humanizing healthcare goals and several directions for iv healthcare organizations: addressing moral injury, improving patient outcomes, obtaining and utilizing physician input consistently, fostering a supportive culture, and creating time and space for peer support. Targeted interventions to enhance physi (open full item for complete abstract)

Doctor of Education (Ed.D.) in Organizational Leadership , Franklin University, 2023, Business Administration

Change is difficult. A process inherently challenging and uniquely individual, change involves transitioning individuals from a state of comfort and normalcy to an uncomfortable and stressful period of transition, ultimately leading to a new, often unfamiliar future state. This difficulty is exacerbated during crises when clarity and trust become paramount. This study employs a descriptive phenomenological approach to examine the lived experiences of change management employees navigating change within organizations. Four overarching themes emerged from the analysis. First, inconsistent messaging from different management levels engendered confusion and uncertainty. Second, the perceived lack of transparency and honesty in leadership communications resulted in mistrust, misinformation, and erosion of leadership credibility. Third, regardless of the content of the communication, the chosen channel and its frequency emerged as key indicators shaping participant perceptions. Finally, the study revealed that how leadership conveyed messages and treated employees in terms of perceived honesty, responsiveness, and prioritization strongly reinforced participants' existing crisis-related perceptions. Additional findings were also examined, including how the participants reported distinct perspectives on leadership, communication, and organizational performance during crises. In response to the findings, the author introduces a unified crisis communications model to optimize leadership communication strategies and employee experiences during crisis events. This model integrates key elements derived from the study, emphasizing consistency, transparency, and strategic use of communication channels. By addressing the identified challenges and leveraging the model, organizations may enhance their ability to navigate change during crises, fostering resilience and sustaining stakeholder trust.

PhD, University of Cincinnati, 2020, Education, Criminal Justice, and Human Services: Educational Studies

This dissertation investigates the experiences of academic physicians at two colleges of medicine as they become ready for changes in their professional practices. Building on Changing and Learning Theory (Fox, Mazmanian, & Putnam, 1989) and the Transtheoretical Model of Change (Dalton & Gottlieb, 2003; Norcross, Krebs, & Prochaska, 2011; Prochaska, 2008; Prochaska & Norcross, 2001), this study employs qualitative methodologies informed by phenomenology and grounded theory. Drawing on semi-structured interviews, data include 32 change narratives from 21 physicians, reflecting how physicians experienced readiness in changing professional practices. In a field in which change is more common than stability, physicians must be ready to adjust to and embrace sudden, unexpected, and almost continual change. Findings of the study reveal that physicians feel most committed to making changes that have been self-initiated, rather than externally mandated. Additionally, readiness is a process that results from a variety of physician-identified actions that are generated organically and intuitively, and managed within individual time, interest, and motivation parameters, rather than at a specific point in time. Findings also reveal that physicians value a trusted team to strengthen and reinforce their work, that they adjust to the needs in their field, such as becoming adept at new medical specialties or the business aspect of academic medicine, and that many physicians wish for a mentoring relationship or community. This study illustrated that fostering and improving the way that physicians make changes as a part of their professional responsibilities supports their growth and well-being. Recognizing the value of supporting physicians in these endeavors is imperative for those who support physicians educationally and administratively, and it can and should inform their efforts. Openness to change has important relevance in the medical profession, and it is essential to un (open full item for complete abstract)

Doctor of Philosophy, Miami University, 2018, Gerontology

India is home to numerous medical traditions; almost 70% of its population relies on herbal, traditional, and/or folk medicine for basic healthcare needs. A fairly large proportion of this population comprises older adults who live in rural areas such as remote villages in the Indian Himalayas. Consequently, significant changes affecting any of these medical systems is likely to impact older adults more acutely than younger generations. A qualitative study using ethnographic data collection techniques was undertaken in three villages in a northern Indian state to understand the role of herbal, traditional, and folk medicines in the lives of older adults who are the primary users, practitioners, and custodians of local, traditional medical knowledge. The results have been contextualized in two time periods – “In the olden days…” and “These days…” to highlight the contrasts that older residents have witnessed in the nature, cause, and treatment of illnesses over time. Major themes in the time period “In the olden days…” include: pure food, pure environment, physical ability, traditional medical/non-medical knowledge, folk systems, and community support. Major themes in the time period “These days…” include: modern conveniences, migration of younger generations, climate change/environmental degradation, unsustainable harvest of herbs, changes in food systems, and decline in physical abilities. All of these together answer how older adults view and address “small illnesses”, “big illnesses”, “new illnesses” and “illnesses of old age” in the two time periods. This study highlights the relationship between the health seeking behavior of older adults and the evolving nature of various factors including trade, development, environment, socio-cultural norms, lifestyles, and family structures in the region.

Doctor of Philosophy (PhD), Ohio University, 2016, Physics and Astronomy (Arts and Sciences)

Size, speed and efficiency are the major challenges of next generation nonvolatile memory (NVM), and phase-change memory (PCM) has captured a great attention due to its promising features. The key for PCM is rapid and reversible switching between amorphous and crystalline phases with optical or electrical excitation. The structural transition is associated with significant contrast in material properties which can be utilized in optical (CD, DVD, BD) and electronic (PCRAM) memory applications. Importantly, both the functionality and the success of PCM technology significantly depend on the core material and its properties. So investigating PC materials is crucial for the development of PCM technology to realized enhanced solutions. In regards to PC materials, Sb-Te binary plays a significant role as a basis to the well-known Ge-Sb-Te system. Unlike the conventional deposition methods (sputtering, evaporation), electrochemical deposition method is used due to its multiple advantages, such as conformality, via filling capability, etc. First, the controllable synthesis of Sb-Te thin films was studied for a wide range of compositions using this novel deposition method. Secondly, the solid electrolytic nature of stoichiometric Sb2Te3 was studied with respect to precious metals. With the understanding of 2D thin film synthesis, Sb-Te 1D nanowires (18 – 220 nm) were synthesized using templated electrodeposition, where nanoporous anodic aluminum oxide (AAO) was used as a template for the growth of nanowires. In order to gain the controllability over the deposition in high aspect ratio structures, growth mechanisms of both the thin films and nanowires were investigated. Systematic understanding gained thorough previous studies helped to formulate the ultimate goal of this dissertation. In this dissertation, the main objective is to understand the size effect of PC materials on their phase transition properties. The reduction of effective memory cell size in conjunctio (open full item for complete abstract)

Doctor of Philosophy, The Ohio State University, 2007, Physical Activity and Educational Services

The purpose of this study was to test the ability of 3-month and 6-month changes in the components of the transtheoretical model (TTM - stages of change, processes of change, self-efficacy, decisional balance) to predict 6-month inactive to active stage transition in a randomly selected worksite sample (N=60). Participants completed a web-based survey at baseline, 3 months, and 6 months. The results indicated that changes in behavioral processes of change from baseline to 3 months, changes in self-efficacy and behavioral processes of change from 3 to 6 months, and self-efficacy, cognitive processes of change, and decisional balance-cons were significant predictors (p<.05) of 6-month stage transition. The findings cast some doubt on the rigidity of the 6-month component in the TTM, as well as the idea that behavioral processes of change are most important in the change process during the later stages.

Doctor of Philosophy, The Ohio State University, 2005, Psychology

Research clearly shows that many prison inmates are characterized by numerous cognitive and behavioral shortcomings including: (a) inadequate stress coping and problem solving abilities and (b) endorsement of procriminal attitudes and cognitive distortions that allow rationalization of law violations. These deficits have been found to be related to criminal conduct leading to incarceration; if deficits are not corrected during incarceration, the ex-offender remains at high risk for re-offending after release. Thus the purpose of this study was to investigate the efficacy of a stress inoculation training program in addressing these two categories of deficits among a random sample of inmates at an adult male Ohio correctional facility. The goal of this psycho-educational seminar was to help inmates correct criminal thinking distortions, and learn more adaptive coping and problem solving skills. This intervention also focused on relapse prevention to help participants anticipate and cope effectively with lapses, and to generalize attitude and behavior change beyond the confines of the training room. Contrary to expectation, results showed no significant pre to post intervention differences on measures of hardiness, criminal thinking, purpose in life, self control and readiness for change. Possible explanations for this finding and its implications for future correctional programming are discussed.

Doctor of Philosophy, The Ohio State University, 2004, Vocational Education (Comprehensive)

The purpose of this study was to describe and explain vocational high school teachers' self-perceived attitudes toward school change in Korea. The study was also designed to investigate school principals' Change Facilitator Styles (CFS: Initiator, Manager, and Responder) as perceived by their teachers. Further, the relationship between the teachers' attitudes and their principals' perceived CFS, and other factors were utilized to explain the teachers' attitudes toward school change. Ex post facto research study was designed. The population studied consisted of Korean full-time vocational high school teachers (N=2,188) employed by the Daejeon and Chungnam Offices of Education during the 2003-2004 academic year. Two hundred and twenty-seven teachers were randomly selected from the 40 schools. Data were collected through a mailed questionnaire, which consisted of three parts: the inventory of attitudes toward school change developed by Dunham et al. (1989); the CFSQ developed by Hall and George (1999); and a questionnaire for demographic variables. One support staff member in each school played an important role in gathering data, resulting in a usable response rate of 99%. Overall, the teachers had positive attitudes toward school change in general, but they showed a relatively low level of willingness to take action in pursuing school change. Academic teachers in the schools had more favorable attitudes toward school change than their vocational counterparts. Strikingly, of the 40 principals, not a single principal was perceived by teachers to be an Initiator. The majority of principals (29, 73%) were determined as Responders, and the remainder (11, 28%) were Managers. This study failed to reveal that principals' CFS (the main independent variable) was a meaningful factor for predicting teachers' attitudes toward school changes (the dependent variable). Two points might plausibly contribute to these findings. An average of 2.5 years as a principal with an average of (open full item for complete abstract)

Ph.D., Antioch University, 2012, Leadership and Change

The holding environment concept, developed by Donald Winnicott, has been used to represent the type of support that encourages adaptive change during psychosocial transitions. The leadership and change literature posited that the holding environment had the ability to shape the trajectory of the transition, yet did not test this empirically. The psychosocial breast cancer literature empirically researched support during and after treatments ended, but did not incorporate the holding environment concept. This presented the opportunity to inform both the leadership and breast cancer fields by studying holding environments in the breast cancer setting. This study had a twofold purpose: 1) to explore empirically the adaptation process using the context of the breast cancer psychosocial transition, and 2) to consider if the holding environment concept, as it is used in the leadership literature, is supported by the results of this study. Grounded theory methodology was used to interpret interviews, diaries, and observation data gathered from breast cancer survivors during the after treatment transition period. This study presented the grounded theory categories in two organizing frameworks, a transition phase diagram and a person-environment situating diagram. The results suggested that the leadership adaptive change literature should integrate an understanding of coping and searching into organizational change interventions. In addition, incorporating the social interaction represented by situating would enrich any attempts to intervene in adaptive change, including the psychosocial breast cancer literature. The electronic version of this dissertation is at Ohiolink ETD Center http://www.ohiolink.edu/etd

Ph.D., Antioch University, 2011, Leadership and Change

The ability to lead complex organizational change is considered the most difficult leadership responsibility. Habitual linear thinking based on sequential procedural decision making is insufficient when responding to ambiguous and unpredictable challenges and interpreting systemic variables in the context of unforeseen problems, risks, and invisible interrelationships. The purpose of this exploratory multiple case study was to expand our understanding of the structure of the thinking employed by executive leaders as initiators and enablers of complex, large-scale organizational change. The researcher integrated knowledge of adult cognitive development and organizational leadership to examine the higher forms of reasoning abilities required for dealing with the complex and nonlinear nature of change. By using Laske‘s (2009) dialectical thought form (DTF) framework, the researcher explored the existence of dialectical thinking through structural analysis of interviews with 10 senior leaders who successfully transformed their respective organizations. Specifically, the study explored: (1) To what degree do the sponsors of organizational change engage in dialectical thinking in their work? (2) Is complexity of thinking related to complexity of sponsorship roles? (3) What phase of cognitive development must sponsors of transformational change attain to become effective change agents? (4) Does a higher level of dialectical thinking lead to more effective sponsorship of transformational, complex change? The results revealed that all 10 effective leaders were fully developed dialectical thinkers and that each one had a unique pattern of dialectical thinking. Data illustrated how metasystemic thinkers, despite their surface similarities, have deep epistemological differences that indicate profoundly different areas of strength and developmental needs. The potential application of the DTF framework as a developmental tool for expanding cognitive capabilities to deal with comp (open full item for complete abstract)

Doctor of Philosophy (PhD), Ohio University, 2013, Mass Communication (Communication)

This study aims to contribute to the theoretical development and the effective practice of Communication for Social Change by exploring the application of the principles and ideas of Complexity Science to Communication for Social Change endeavors. The study provides a theoretical framework for the analysis of Communication for Social Change initiatives and presents guidelines for organizations, including both practitioner organizations and donor agencies, interested in using Complexity Science principles and ideas to inform their Communication for Social Change strategies. The study employs an interpretive approach and an instrumental case study method of inquiry. Five principles distilled from the literature on Complexity Science are used to identify examples from the work of Puntos de Encuentro, a feminist, non-profit organization working in Communication for Social Change in Central America, in order to illustrate how Complexity Science principles can be applied to Communication for Social Change strategies and to explore possible challenges and implications, for organizations working in the field of Communication for Social Change, of applying these principles in their work. The major conclusions and insights of the study are, first, that Complexity Science can provide social change organizations, development agencies, donors, scholars and policy makers with a useful framework for addressing complex social issues and it may make Communication for Social Change strategies more effective at creating social change, and second, that Communication for Social Change strategies need to be supported by organizational cultures that guarantee a shared vision and directions and promote power decentralization, self-organizing and innovation as this is what provides organizations with the level of flexibility and adaptability required by a continuously changing environment. The study concludes with a set of recommendations that aim to serve as guidelines for Communicat (open full item for complete abstract)

Master of Arts (MA), Ohio University, 2013, Communication and Development Studies (International Studies)

Citizen's media in Colombia face a great challenge as they aim to reconstitute the symbolic universes of communities by helping to re-appropriate public spheres, recodify the meanings of everyday life, reinvent their own narratives, and in sum, re-signify `realities' in the midst of violence. “Pasolini en Medellin” is a nonprofit organization located in Medellin, Colombia that works with young people from peripheral neighborhoods, offering a creative Lab to engage in processes of creative ethnography, collaborative creation and collective action that can strengthen individuals and local communities by allowing them to explore, narrate and re-signify their own realities. This ethnographic research explores the case study of Pasolini en Medellin experience in Colombia in order to try to describe how they do what they do, and translate their methodological approach into shared knowledge. By doing so, this research explores directly and indirectly, the roles that citizen's media practices may have in contexts of violence.

PhD, University of Cincinnati, 2024, Education, Criminal Justice, and Human Services: Educational Studies

Although decades of research attest to the importance of vocabulary teaching and learning, and recent research points to principles of effective vocabulary instruction, the small number of studies on actual classroom practice suggest that teachers continue to use the least effective approaches, often focusing on memorization of definitions. Research suggests that high-quality vocabulary instruction is multifaceted, including four components as described by Graves (2016): 1) providing rich and varied language experiences; 2) teaching individual words; 3) teaching word-learning strategies; and 4) fostering word consciousness. This dissertation research explored multifaceted vocabulary instruction in one 10th grade English classroom. Using a self-study design and action research methodology, qualitative data were collected over 14 weeks in an effort to shed light on the instructional change process. Findings were analyzed using Graves' four components as well as three theoretical lenses: 1) the metalinguistic complexity of word learning; 2) situated-sociocultural theory; and 3) culturally relevant pedagogy. Themes related to multifaceted vocabulary instruction include: word consciousness as a frame for word learning, academic vocabulary as the focus of individual word learning, fostering student agency to build vocabulary, and my paradigm shift. Additional themes related to the instructional change process focus on teacher knowledge, beliefs, and practice. Implications for teaching practice, teacher professional development, teacher preparation, policy, and future research are discussed.