PHD, Kent State University, 2023, College of Business and Entrepreneurship, Ambassador Crawford / Department of Management and Information Systems

Research on strategic human resource management has been dominated by studies examining the relationships between specific business practices and organizational outcomes. Although there is growing evidence that use of High Performance Work Practices and Systems (HPWP/Ss) leads to improved organizational performance, significant issues impair both adoption of HPWP/Ss and further theoretical development. Studies suffer from inconsistent findings which are due to a number of factors, including the use of inconsistent terminology, confusion among constructs, and problems with research design. In addition, there is an acute lack of consensus as to the structure of HPWSs and the specific practices that are included in these systems, as well as how they are measured in empirical studies. In order to address these concerns, I carefully analyzed a total of 497 peer-reviewed studies published over the past 25 years (1995-2020). The key objectives of this study are to enhance the understanding of the constructs of HPWPs and HPWSs through a systematic review of the literature, including both narrative and content analyses (both qualitative and quantitative) as well as examination of key trends in this research area. Results of this systematic review include a) an updated comprehensive conceptual definition of the HPWP/Ss construct (Chapter 1); b) a comprehensive catalog of HPWP/Ss that can be utilized by researchers to avoid under-specification of models (Chapter 2); and c) a complete and parsimonious catalog of validated and reliable measures of HPWP/Ss that can be used in future studies (Chapter 3).

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2023, Organization Development

Title IX regulations have been in place for five decades, and various studies have examined the impact of these regulations on athletics, adjudication, and the experiences of complainants and respondents involved in cases. Although Title IX has evolved, skeptics and supporters have debated whether the regulations are effective. As of late, each presidential administration has revised guidance and steepened the risks for those responsible for Title IX compliance. The Department of Education, through the Office for Civil Rights, requires that institutions of higher education have Title IX coordinators. Results of surveys conducted on the state of the profession have signaled there may be high attrition in Title IX roles, yet limited research has focused on Title IX administrators. The purpose of this study was to understand career commitment influences for Title IX administrators in higher education, with a specific focus on the role of institutional resources. Career entrenchment (Carson et al., 1995; Wilson et al., 2016) and career commitment (Wilson et al., 2016) form the conceptual framework of the study. Additionally, I explored how organization development and change principles may intersect with Title IX work. Career and organizational commitment, as well as resources, are all central to how organizations develop and change. The research questions were: (1) What influences career commitment for Title IX administrators navigating case management and compliance? (2) What role do institutional resources play in Title IX administrators' ongoing career and organizational commitment? I used generalized inductive qualitative research and conducted semi-structured interviews with ten participants with a minimum of three years of experience in Title IX investigation, adjudication, or compliance at Ohio college or university campuses. Seven themes emerged to explain what influenced the participants' career commitment: “Sweat Equity”: Profession (open full item for complete abstract)

Master of Science (MS), Wright State University, 2020, Human Factors and Industrial/Organizational Psychology MS

When employees are dissatisfied, they can choose a destructive solution such as quitting, or they can use voice to effect organizational change. A sample of 277 full-time employees in the United States responded to an online survey of voice, ethical leadership, core self-evaluation, proactive personality, affective commitment, and several control variables. Results from simple, multiple, and hierarchical regression analyses indicated that ethical leadership, core self-evaluation, and proactive personality have positive relationships with voice. In addition, ethical leadership facilitates voice through the path of affective commitment. Proactive personality compensates for low levels of affective commitment. Thus, managers can increase voice among employees lower in proactive personality by increasing affective commitment. Increasing perceived, actual, or awareness of ethical leadership could increase voice among employees with a wider range of scores on proactive personality.

Master of Science (M.S.), University of Dayton, 2017, Renewable and Clean Energy

Despite the availability of cost-effective alternatives to highly carbon-intensive practices, the world continues to invest in fossil fuel energy systems. For universities that have pledged to become carbon neutral, this concept of carbon lock-in raises the stakes of their carbon commitments, presenting challenges to traditional practices in facilities planning and operations. Building upon past research on carbon lock-in effects on college campuses, this thesis seeks to identify the University of Dayton's over-committed emissions under a business-as-usual scenario and chart out a course for decarbonization pathways that would unlock those emissions that are hardest to avoid. I find the business-as-usual scenario results in high carbon liability at the neutrality date, which represents high costs to offset carbon emissions or purchase other “end-of-pipe” solutions. I also discuss decarbonization pathways that could unlock these over-committed emissions. Future work should explore some of the carbon unlocking strategies discussed here so the university can begin to integrate them into its climate action plan and construction policies. Additionally, this perspective on carbon lock-in will be useful to administrators and facilities managers at other institutions concerned about carbon neutrality and high carbon liabilities associated with existing and future carbon-emitting infrastructure.

Doctor of Philosophy, Case Western Reserve University, 2013, Organizational Behavior

I propose that current organization theories tend to cast organizations, especially companies, as entities that only pursue their own interests. Thus, existing research on why firms go “beyond compliance” in adopting socially or environmentally beneficial policies or practices depict them as responding to a perceived opportunity to either make gains in financial performance and legitimacy or avoid potential losses in these. I, however, argue that, in some cases, firms may do so because they view benefitting an external constituency as a desirable end in itself. I call this organizational benevolence and suggest that it is likely to be visible in the early adoption of social innovations by companies. I present the results of qualitative and quantitative research on U.S. companies' adoption of fair trade, a social innovation, which I conducted to inquire into the possible presence of organizational benevolence and to identify its characteristics. In the qualitative study, I found that some interviewees' accounts of the adoption of fair trade-certified coffee describe a commitment to furthering the well-being of coffee farmers strong enough to take precedence over many other concerns. This commitment was characterized as rooted in organizational identity, reflected in close, long-term relationships with coffee growers, and leading to a willingness to prioritize their material benefits over the firms'. Using two vignette-based decision-making experiments, I tested hypotheses which address the effects of institutional, organizational, situational and individual factors on the decision to have one's firm adopt fair trade-certified coffee or seafood. I find that, in addition to the extent of current diffusion, decision makers' interactions with potential beneficiaries and personal characteristics, such as moral identity, can have positive effects on adoption. I conclude that the organizational commitment to secondary stakeholders' welfare must be fairly strong and salient (open full item for complete abstract)

Master of Science, The Ohio State University, 1987, Natural Resources

Attitudes, verbal commitment, and actual commitment regarding the environmental concern landscape architects registered and living in either California, Connecticut, Florida, or Washington have as citizens were assessed in this study. A sexually stratified random sample was used that equally divided the participants per state as either ASLA members or nonmembers. Landscape architects held positive attitudes and verbal commitment to environmental concern that were not reflected in actual commitment. A significant positive relationship existed between time devoted to 'pro bono' work and 'civic activites' and actual commitment to environmental concern. While attitude and verbal commitment were similar, ASLA members reported significantly higher actual commitment than nonmembers.

Doctor of Philosophy (PhD), Ohio University, 2011, Curriculum and Instruction (Education)

Athletic coaches have the potential to be among the most influential people in a young person's life and athletes often idolize their coaches. The impact a coach has on an athlete endures psychologically, physically, and emotionally. This study embraced the Sport Commitment Model (Scanlan, T. K., Carpenter, P. J., Schmidt, G. W., Simons, J. P., & Keeler, B., 1993a; Scanlan, T. K., Russell, D. G., Magyar, T. M., & Scanlan, L. A.,, 2009) as a theoretical framework to understand the antecedents of coaches' commitment to coaching. The goal of this study was to examine the viability of the Coaches' Commitment Model (CCM) with soccer coaches. The theoretical framework of the SCM provided a mechanism to understand the determinants of soccer coaches' commitment to coaching, as the modified measurement model met satisfactory model fit (χ2 = 753.5 [df = 215], CFI = .954, NNFI = .946, RMSEA = .039, and SRMR = .0388). While the structural model failed to converge, this does not mean the SCM is not a viable theoretical framework for coaches. The theory behind the models (i.e., SCM and CCM) is that enjoyment, involvement alternatives/other priorities, personal investments, social constraints, involvement opportunities/valuable opportunities and social support predict coaches' commitment. The soccer coaches in the study seem to express their lifelong involvement in sports, thus their commitment to coaching. Overall, they have been long time athletic participants and consider themselves more than just novice coaches. Additionally, the opportunity to coach and work with athletes was the strongest predictor of coaches' commitment. Furthermore, these coaches not only value the opportunities to work with their athletes, they enjoy coaching.

Psy. D., Antioch University, 2024, Antioch Seattle: Clinical Psychology

This study explored the lived experiences of romance and love among the Adult Third Culture Kids (ATCKs) population. A total sample of 10 participants was collected for the purpose of the study (five female and five male). Participants were of varying ethnicities, 25–46 years of age, met the study criteria for TCK identity, and reported at least one previous or current romantic relationship. Participants endorsed a history of a mobilized lifestyle and living in countries differing from their own passport country prior to the age of 18. Utilizing an Interpretive Phenomenological approach, participants were interviewed remotely and asked to describe their personal experiences with love, romance, and past/current romantic relationships. Data collected from these interviews ultimately revealed the importance of having a significant connection with a partner as the foundation of the loving experiences. This connection was accomplished via the sharing of language, cuisines, and cultural experiences. Finding commonalities in life perspectives and interests added to this felt sense of connection. ATCKs were faced with challenges regarding a sense of acceptance from their partner and their partner's friends/family. In addition, some ATCKs were also faced with the unique concern of whether they would be followed abroad. This was a significant form of commitment. Participants were asked to characterize the commitment, passion, and intimacy experiences within their romantic relationships per the Sternberg Triangular Theory of Love. Commonalities of traits associated with each of these love qualities suggests that the Sternberg Triangular Theory of Love is applicable to the lived experiences of ATCKs. Furthermore, the Triangular Theory of Love Scale was an optional measure provided to participants who were not interviewed. Results from this measure were acquired from 16 ATCK females, 14 of which are married. Averages from the measure revealed a significant degree of intimacy and (open full item for complete abstract)

Master of Arts, The Ohio State University, 2007, Graduate School

PhD, University of Cincinnati, 2024, Education, Criminal Justice, and Human Services: School Psychology

With youth currently experiencing elevated rates of mental and behavioral health concerns, the need for flexible and cost-effective interventions in schools is at an all-time high. This need is even more pronounced in alternative education settings, where students may be at higher risk for adverse outcomes if not adequately supported. Acceptance and commitment therapy (ACT) is one increasingly popular intervention in these settings, yet relatively little is known about its capacity to impact directly observable classroom behaviors, especially when administered in a group format. At present, existing studies on ACT in educational settings have focused primarily on internalizing problems, relied on indirect measures of behavior, or utilized individual therapy, which may be time- or cost-prohibitive. Considering these gaps in the literature and the growing need for school-based providers to understand the uses and limitations of the tools available to them, the present study aimed to investigate the effects of weekly ACT groups on directly observed classroom behaviors in an alternative education setting. Results of the study indicated that although the intervention was viewed favorably by group participants, a functional relation between the intervention and the level of classroom behavior was not observed. Limitations, implications for practice, and recommendations for future research are discussed.

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2024, Organization Development

This research explored the sustainability of collaborative networks and specifically the role of transparency. This deductive thematic analysis study focused on a midsized rustbelt city's citywide governing strategic change collaborative network that began sometime in 2010 and spawned sixteen individual collaborative networks by the end of 2012. Each of these seventeen collaborative networks were co-led by leaders, called champions, around their passion for the change they were tasked to create. The citywide governing strategic change network was formed to bring together citizen and government leaders to collaboratively decide what could be done to make this midsized rustbelt city better for the citizens and surrounding regional communities. Initially, the effort was governed by the founding key city executive and four citizen leaders and grew to over two thousand members and thirty-nine champion leaders. A disruption in commitment was caused by the change in executive sponsorship when the foundational key city executive's term ended. The successive key city executive was not supportive. This provides a secondary look at how a change in executive sponsorship affects commitment. There were also two outside paid members, a facilitator and me as a coordinator. Literature on collaborative networks, collaborative governance, and transparency has increased recently. Leading to Parung & Bititci's (2008) theoretical framework developed to measure the sustainability of a collaborative network. This framework includes a construct for the health of a collaborative network which has five characteristics, trust, commitment, coordination, communication quality, and joint problem solving. According to research by Schnackenberg et al., (2021), transparency is relatively new and has a variety of constructs not necessarily related other than the fact that trust is a common characteristic. Schnackenberg et al. (2021) also included quality information in their transparency (open full item for complete abstract)

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2024, Organization Development

Equity, Diversity, and Inclusion (EDI) professionals often serve as change agents tasked with leading university-wide EDI efforts. Charged with advancing EDI initiatives as part of the University mission, the Vice President of Equity Diversity and Inclusion (VPEDI) must navigate campus organizational and cultural barriers in order to effect change. In this study, 116 VPEDIs and campus community members working in EDI roles responded to a survey designed to investigate if EDI professionals believe they use constructive deviant behavior while engaged in University EDI roles. Constructive Deviance is defined as voluntary risk-taking behaviors that violate perceived organization or group norms with the intent of improving the well-being of the organization, its members, or both. The survey utilized the Constructive Deviance Behavioral Scale (CDBS), the Affective Commitment Scale (AC), and the Job Security Satisfaction (JSS) scale to test for an emotional component to constructive deviance use and measure affective reactions to perceptions of job security. Demographic variables of race or ethnicity and gender identity were tested for differences in perceptions of constructive deviance use. Data analysis found no significant difference in constructive deviance for racial or gender identity groups. Additionally, the results indicated no significant relationship between constructive deviance and affective commitment or constructive deviance and job security satisfaction. A negative relationship was found between affective commitment and interpersonal constructive deviance. Two open-ended responses allowed participants to share their views regarding the risks and benefits of constructive deviance and its use for change.

DNP, Otterbein University, 2024, Nursing

Nurses are known to be overworked, overwhelmed, undervalued, and understaffed atdangerous levels throughout various inpatient hospital units across the United States (U.S.). Nurses are known to be overworked, overwhelmed, undervalued, and understaffed at dangerous levels throughout various inpatient hospital units across the United States (U.S.). Hospital registered nurse (RN) turnover is a significant issue that has accelerated since the COVID-19 pandemic, resulting in economic impacts and other burdens for organizations, individuals, and communities. Evidence suggests that evaluating Registered Nurses' Turnover intention (NTI) and Organizational Commitment (OC) can help maintain a ready and capable team of skilled RNs; however, most healthcare organizations (HCOs) do not collect or analyze NTI and OC data and focus on staffing numbers and monetary incentives to get adequate nursing numbers. Research shows that RNs with higher OC tend to demonstrate lower NTI and stay in their profession, jobs, and HCO longer. In a local example of one 32-bed stroke unit at a large regional medical center in the Midwest, high staff RN attrition resulted in inadequate RN staffing and closed unit beds, delaying patients' access to timely care. Despite increasing staffing by 3.6 Full-Time RNs, the degree of NTI and OC among nurses working on the stroke unit remains unknown, placing the unit at increased risk of closing beds and disrupting care access in the future. Therefore, the purpose of this Quality Improvement (QI) Project was to provide new data to the Nursing Leadership and the healthcare executives who oversee RN staffing. The project was guided by the Plan-Do-Study-Act QI framework and aimed to evaluate the relationship between NTI and OC through a systematic record review of staff RN questionnaire response data following a unit's recent increase in RN staffing levels. Due to the sensitive nature of the data, the project's data collection could not occur. Despite the limitat (open full item for complete abstract)

PHD, Kent State University, 2025, College of Arts and Sciences / Department of Psychological Sciences

Introduction: Over 80% of patients with Chiari Malformation (CM: a chronic health condition characterized by brain and spinal malformations and displacements) struggle with moderate to severe disability due to neck pain and headaches. Acceptance and Commitment Therapy (ACT) has been shown to be efficacious in addressing chronic pain when administered as a self-guided online intervention. However, it is unclear if adjunctive weekly phone coaching is necessary for retention, satisfaction, engagement, and treatment efficacy. Method: This study randomized 112 participants with CM to ACT+ Coaching, ACT-Only, or a waitlist control group. Participants completed a baseline survey, nine weekly assessments, eight weeks of online intervention modules, and a one- and three-month follow-up survey. Primary outcomes were psychological flexibility (PF) and chronic pain acceptance; secondary outcomes included pain intensity, pain interference, depression, and anxiety. Treatment groups were also compared on treatment retention, satisfaction, and engagement with the online intervention. Results: Participants were mostly female (92%), averaged 43 years old, and primarily had CM type 1 (91%). There were no differences between the ACT+ Coaching and ACT-Only groups on PF, chronic pain acceptance, pain interference, or anxiety. There were very small differences between the treatment groups on depression and ratings of pain intensity. Compared to the waitlist control, both the ACT+ Coaching and ACT-Only groups had significant improvement in activity engagement subscale and anxiety scores. Compared to the control group, the ACT+ Coaching group had significant improvement in PF and chronic pain acceptance while the difference between controls and the ACT-Only group was approaching significance. While participants in the coaching group reported that coaching sessions were helpful and important to the intervention, there were no significant differences in intervention satisfaction between (open full item for complete abstract)

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

This study examined the relationship between different leadership styles (humble leadership and transactional leadership) and how they influenced the relationship between OCBs and organizational commitment. A total of 121 participants participated in this vignette-based study and were recruited from Prolific.com. The results showed a positive correlation between organizational commitment and OCBs, with leadership style acting as a moderator of the relationship. Specifically, the presence of a humble leader strengthened the connection between organizational commitment and OCBs, compared to the presence of a transactional leader, emphasizing the role of humility in effective leadership. However, the current study did not find evidence of leadership style influencing employee intention to engage in OCBs. Further research is needed on humble leadership and how it impacts employee behaviors.

PhD, University of Cincinnati, 2023, Education, Criminal Justice, and Human Services: School Psychology

There is a need for more research regarding school-based behavioral mental health services addressing problematic internalizing behaviors. The purpose of this quantitative study was to implement Acceptance and Commitment Therapy (ACT) combined with Check-in/Check-out (CICO) in an alternative educational setting and evaluate its effects on (a) student ratings of symptoms of distress associated with internalizing problems and (b) teacher-observed problem behaviors consistent with internalizing concerns. This study also aimed to determine if the results of the intervention were maintained after the intervention had been faded and withdrawn and if the participants and facilitators found the procedures socially valid, relevant, and feasible for implementation. Single Case Design methodology was used to evaluate effects across three groups of students. Data analysis was primarily conducted through visual analysis. Statistical analyses were conducted to further quantify data overlap and effect size. Results indicated a decrease in risk status for internalizing problem behaviors for all but one of the 8 participants. There were mixed results for student behavior data, subjective units of distress, and feasibility data. Findings from this study suggest that ACT lessons of this nature may be a promising standalone intervention or addition to existing school-based behavioral interventions if proper supports are in place to enhance its feasibility. Due to the unique circumstances surrounding this study, including the ramifications of the COVID-19 pandemic, the political climate in America, and within the context of an alternative educational setting experiencing severe staffing challenges, findings from this study also shed light on the factors that contribute to the feasibility and acceptability of such an intervention.

Doctor of Psychology (Psy.D.), Xavier University, 2023, Psychology

Premature termination from mental health treatment for those who are incarcerated is highly prevalent as studies have indicated non-completion rates up to 59%. The current study explored the unique predictive power of optimism and value commitment for treatment completion within an incarcerated population, while controlling for demographic variables and prior variables associated with completion (criminal thinking and pro-social problem-solving). Participants (N = 125) were males who were incarcerated at an alternative jail facility that focuses on providing mental health and substance use treatment. The primary treatment offered was Thinking for a Change (T4C), a cognitive restructuring program for incarcerated individuals. In total, 33.6% (n = 42) completed the Thinking for a Change treatment, whereas 66.4% (n = 83) dropped out of the treatment program and were returned to county jail. Contrary to predictions, the only variable to show a significant relation with treatment completion was the demographic variable of time incarcerated prior to starting treatment; the relation was negative and longer incarceration was related to increased treatment failure. Neither optimism nor value commitment was significantly associated with treatment completion when tested in isolation or in the context of other predictors. Overall, the findings suggest that optimism and value commitment are not significantly associated with treatment completion for those who are incarcerated.

Master of Science in Criminal Justice, Tiffin University, 2022, Forensic Psychology

Major depressive disorder (MDD) along with chronic unipolar depression present as a substantial, ongoing health challenge of the United States. It is estimated that more than 8 percent of Americans will encounter a severe depressive episode each year. This pervasive level of illness creates consequences extending beyond mental health concerns and into areas of negative public health indicators, economic loss and societal costs to individuals, families, and communities. Treatment models for depression, originating within primary care include prescribed antidepressants with behavioral treatment for cases seemingly resistant to that medication course. Approximately one-half million dedicated professionals across the United States currently offer professional psychotherapy treatments to those seeking relief from depression. Much as with antidepressants, the prevalent behavioral treatments utilized by psychotherapists to treat depression are sometimes effective and sometimes not. What is remarkable is that mechanisms of efficacy for these treatments toward improvement and for preservation of remission states are poorly understood. Research in the psychological literature presents as inconclusive. Enhanced understanding of mediative factors for prevalent psychotherapeutic interventions such as CBT and ACT could greatly benefit continued research as well as the development of more efficient models in diagnosis and clinical care. The present study drew upon lessons learned from past research while employing qualitative analysis of the grounded theory type to assess the perceptions of psychotherapists to the prevalent treatment modalities that constitute their work processes. A codebook was developed as the genesis for a lexicon of behavioral treatment for depressive illness, and a theoretical model was devised capable of supporting the expression of this and other lexical data structures into the psychological research domain while in representation of (open full item for complete abstract)

Psy. D., Antioch University, 2023, Antioch Seattle: Clinical Psychology

Accessing mental healthcare is difficult and has become more so as demand escalated during the ongoing COVID-19 pandemic. In an attempt to address this problem, an established behavior therapy, Functional Analytic Psychotherapy (FAP), has recently been adapted into a group-based format called Living with Awareness, Courage, and Love (ACL), which can be disseminated inexpensively and quickly due to its reliance on laypeople, rather than clinicians, as facilitators. This randomized-controlled trial evaluated the effects of a six-week ACL group on participants' well-being across several domains. Compared to participants in the control group, those in the ACL intervention formed a significantly closer bond with their group and experienced greater improvements in their self-compassion, although there were no significant changes in their anxiety, depression, or psychological flexibility. These results indicate that ACL groups may be a promising new way to improve interpersonal connection and self-compassion when there are barriers to traditional treatments for these struggles.

Doctor of Philosophy, The Ohio State University, 2023, Social Work

Background & Purpose. Occupational stress and subsequent negative turnover are prevalent and severe issues within health and human service systems in general, and amongst child welfare workforces in particular. In addition to the psychological and physiological consequences for workers, occupational stress and related turnover can greatly impact child welfare organizations, as well as service delivery and family outcomes. Despite various efforts to address retention challenges affecting child welfare workforces, high levels of turnover continue to be a prevalent issue with costly familial and societal implications. The currently inconsistent evidence of turnover-reduction intervention effectiveness reflects a lack of consensus regarding the occupational levels and specific targets that should be involved when addressing workforce stress, organizational commitment, and related turnover. Therefore, the goal of this research project was to understand how multi-level occupational characteristics and experiences of the child welfare profession are associated with workforce recruitment and retention, while accounting for the unique internal and external factors salient to specific service system contexts. Methods. This research project was designed as a cross-sectional state-level case study of the Ohio child welfare workforce. Ohio is one of nine states with a state-supervised county-administered child welfare system, wherein specific policies and practices may range widely between agencies. A multi-level mixed methods approach was therefore used, as solely quantitative data may have failed to accurately capture work-related psychosocial influences. Specific data collection methods included: (1) assessing the local context through quantitative surveys and qualitative focus groups conducted with Ohio child welfare staff; and (2) analyzing administrative and secondary data regarding salient features of the child welfare occupational context (e.g., agency, county). Particip (open full item for complete abstract)