Master of Arts (MA), Bowling Green State University, 1966, Communication Studies

Committee: Raymond Yeager (Advisor) Subjects: Business Administration; Communication

Master of Arts, Miami University, 2021, History

This thesis is a study of the main work by the Dutch navigator Jan Huygen van Linschoten, titled Itinerario: His Discourse of Voyages into the East & West Indies (1596). Drawing on van Linschoten's travels to South Asia in the late sixteenth century, the work offered a wealth of information on shipping routes, forms of merchandise, and other commercial opportunities. The Itinerario would prove critically important in informing and inspiring merchants in both the early Dutch Republic and England to launch their first expeditions into Southeast Asia. Van Linschoten largely based the Itinerario upon information he had gathered during his years abroad as a secretary to the Portuguese Archbishop of Goa, Vicente de Fonseca. He then collaborated with a network of like-minded Dutchmen as he drafted the Itinerario. A similar network in England was instrumental in the publication of the English translation, appearing in 1598. These networks included founding members of each country's East India Companies, tying the book to the early process of empire-building. These endeavors not only tapped into mercantilist and proto-nationalist ideals within these countries, but also evidence transnational collaboration in knowledge production in the interest of developing global commercial ventures.

Committee: Wietse de Boer (Advisor); Renée Baernstein (Committee Member); Lindsay Schakenbach Regele (Committee Member) Subjects: History

Doctor of Philosophy, Case Western Reserve University, 2017, Management

According to Gallup (Adkins, 2015), less than 33% of the U.S. workforce feel engaged at work. Much of the traditional research on engagement as well as commitment has been on external drivers that are not personal, e.g. compensation, training, sharing of the company's vision and strategy. This study joins the growing body of work on antecedents that are personal by exploring the impact of purpose. One of the key findings is that senior leaders can identify with their personal purpose and recognize how it aligns with their company's higher purpose, albeit in two distinctly different ways. This alignment is either through a task focused or socio-emotional lens, affecting how they make decisions around engagement, commitment and life satisfaction. This study also empirically demonstrates that companies can increase engagement and commitment by not only creating and sharing a company higher purpose vision - one that is about more than profits, but by helping employees identify their personal purpose. Employees with a personal purpose are even more engaged than when they perceive their company to have a higher purpose - with the greatest impact being when both exist. The future focused and altruistic elements of purpose are also components of a transformational leadership style. Transformational and transactional orientation indices demonstrate that individuals and companies tend to have an orientation towards either being transformational or transactional in nature. This research demonstrates that purpose does matter as well as contributing to the extant literature on motivation, self-determination and the relational climate around sharing a company vision.

Committee: Richard Boyatzis PhD (Committee Chair); Diana Bilimoria PhD (Committee Member); Kathleen Buse PhD (Committee Member); Ellen Van Oosten PhD (Committee Member) Subjects: Management

Master of Arts (M.A.), Xavier University, 2016, Psychology

The current study aimed to examine the effect of office color on organizational attraction focusing on general company attractiveness, job pursuit intentions, and company prestige. A total of 210 participants were asked to imagine they were applying to a company and were asked to gauge their organizational attraction using a scale. Participants were randomly assigned to one of three stimulus images (Kwallek et al., 1996). The images were a plain office space with one of three colors: blue, red, or white. It was hypothesized that the color blue would result in the highest ratings of organizational attraction, followed by the color white, with red resulting in the lowest ratings. Results showed that there was no significant effect of the color of an office space on organizational attraction. Although research suggests that the color blue tends to be a liked color, whereas the color red tends to be a disliked color that can provoke anxiety and arousal, the current findings suggest that color may not influence organizational attraction. However, future research should investigate other colors as well as more shades of colors to determine if differences may exist among variations in colors. Future research should also examine the effects of subtle color differences, use actual applicants, and utilize real organizations.

Committee: Dalia Diab Ph.D. (Committee Chair); Morrie Mullins Ph.D. (Committee Member); Mark Nagy Ph.D. (Committee Member) Subjects: Psychology

Master of Business Administration, The Ohio State University, 1965, Graduate School

Committee: Not Provided (Other) Subjects:

Master of Business Administration, The Ohio State University, 1966, Graduate School

Committee: Not Provided (Other) Subjects:

MA, Kent State University, 2023, College of Arts and Sciences / Department of History

Between 1473 and 1666, the printing industry in London was heavily regulated by the Stationers' Company, but after the 1660s, the Company became unable to effectively regulate printed texts. This thesis compares the depictions of masculinity which appeared in early modern English books between periods of heavy regulation and periods of loose regulation. Changes to the printing industry, including changes to the laws surrounding censorship and economic changes in both the market and England as a whole, contributed to changes in how social ideologies are represented in the books that the market produced. During the early period of heavy regulation, narratives of masculinity across texts were relatively consistent and cooperated with one another to create a cohesive, hegemonic version of masculinity. However, as the market grew and opened, there was no longer a reasonable expectation of regulation, and more, often differing versions of masculinity were able to compete with the traditional hegemonic narrative.

Committee: Lindsay Starkey (Advisor); Don-John Dugas (Committee Member); Elaine Frantz (Committee Member); Matthew Crawford (Advisor) Subjects: British and Irish Literature; European History; Gender; History; Literature

PHD, Kent State University, 2023, College of Communication and Information

The objective of this historical study of Akron, Ohio's Saalfield Publishing Company during its years of operation (1900-1976) is to illuminate the role this company played within Ohio, but also within the larger United States publishing community and to investigate the role women played within this organization. Utilizing a theoretical framework that draws from Bourdieu (1984, 1993), Darnton (1982), Gramsci (1988), feminist scholars (Collins, 2000; Cott, 1987; Crenshaw, 1989, 1991; hooks, 1981), Hall (2007), Williams (1962), McRobbie (1986), Adams and Barker (1993) and Kaestle and Radway (2009), this dissertation introduces a new communication model for understanding this particular children's publishing company, but also for understanding the larger children's publishing industry which flourished during Saalfield's era. This work interrogates the power structure within and around the publishing company and within its communications sphere. Historical methods were utilized throughout this study to locate and interrogate the data, utilizing the frameworks of Startt and Sloan (2003), Cox (1996), Kerr, Loveday and Blackford (1990), and Tanselle (1971). Catalogs of the Saalfield Publishing Company, Saalfield Publishing Company products, Akron City Directories, newspapers, journals, books, websites and databases were consulted. This study provides a deeper understanding of the Saalfield Publishing Company, its products, players and position, and creates a model to interpret the relationships found within and throughout its reach. It illuminates the role of women and the marginalized within the company and the surrounding community, while developing a clearer picture of its pioneering role and commercial success in the field of children's literature from 1900-1976.

Committee: Marianne Martens (Committee Chair); Miriam Matteson (Committee Member); Karen Gracy (Committee Member); Jennifer MacLure (Committee Member); Ellen Pozzi (Committee Member) Subjects: Communication; Economic History; Gender Studies; History; Information Science; Library Science; Literature; Marketing; Mass Media; Womens Studies

Bachelor of Arts (BA), Ohio University, 2023, Art History

This thesis and body of work examines the experiences and collective histories of Appalachians and clay. It analyzes and responds to readings about the history of the material starting with the geological formation of clay, and moving through stories of the civilizations that have inhabited this region. Because of its history of glaciation, the Ohio Valley has an abundance of clay. For this reason, it is also one of the earliest places in the archeological record that we see pottery in North America. The use of clay in this region continued after Anglo-Americans settled on the land, with industrial uses of clay expanding and eventually leading to fine art potteries taking root in southern and central Ohio. In this body of work, I continue this collective experience in clay by engaging with my personal history in Appalachia and telling the story of how I have come to make sense of the world around me.

Committee: Cory Crawford (Advisor); Melissa Haviland (Committee Member); Jennie Klein (Committee Member) Subjects: American History; Archaeology; Art Criticism; Art History; Earth; Environmental Philosophy; Fine Arts; Geology; Native American Studies

Master of Science (MS), Bowling Green State University, 1966, MBA

Committee: Gilbert W. Cooke (Advisor) Subjects: Business Administration

Master of Arts (MA), Bowling Green State University, 1962, Theatre

Committee: F. Lee Miesle (Advisor) Subjects: Theater

Master of Arts (MA), Bowling Green State University, 1960, Sociology

Committee: Frank F. Miles (Advisor) Subjects: Sociology

Master of Arts (MA), Bowling Green State University, 1960, Economics

Committee: Bevars D. Mabry (Advisor) Subjects: Economics

Master of Arts (MA), Bowling Green State University, 1953, Economics

Committee: Lloyd A. Helms (Advisor) Subjects: Economics

Master of Science (MS), Bowling Green State University, 1949, Communication Studies

Committee: Adeline E. McClelland (Advisor) Subjects: Communication

Master of Arts (MA), Bowling Green State University, 1960, Economics

Committee: Bevars D. Mabry (Advisor) Subjects: Economics

Master of Arts (MA), Bowling Green State University, 1960, Sociology

Committee: Frank F. Miles (Advisor) Subjects: Sociology

Master of Arts (MA), Bowling Green State University, 1956, Communication Studies

Committee: F. Lee Miesle (Advisor) Subjects: Communication; History

Master of Arts (MA), Bowling Green State University, 1953, Economics

Committee: Lloyd A. Helms (Advisor) Subjects: Economics

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

Strategic business change in the 21st century has been fraught with issues, resulting in failure for more than half of all attempted efforts to transform companies. Frontline managers (FLMs) are key to successful corporate change, transforming a company's direction into action and results and the COVID-19 pandemic has presented a unique business challenge for every Consumer Products Group (CPG) company and FLM by interrupting supply chains. The aim of this grounded theory study was to create theory by conducting open-ended interviews with 20 frontline managers to determine how they viewed themselves and their roles, teams, and bosses during change. Results demonstrated that the FLMs viewed themselves as protectors of their teams. The FLMs were competent, resilient leaders who loved the work of managing a team to deliver daily results. Unfortunately, many FLMs were required to navigate bosses that ranged from negligent to abusive. Even the FLMs who described having great bosses asked for something more, declaring a need for help. They called for bosses to provide four elements of leadership: Delivering clarity on the role, expectations, and escalation channels, quickly producing requested resources, hosting regular one-on-one meetings to discuss issues and career, and engaging with empathy and support while giving the FLM autonomy to do the role. When the boss delivers on the four requests, the frontline manager will likely have the autonomy, confidence, and partnership to fully engage in their challenging work. This dissertation is available in open access at AURA (https://aura.antioch.edu ) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Committee: Mitchell Kusy PhD (Committee Chair); Harriet L. Schwartz PhD (Committee Member); Ronald E. Riggio PhD (Committee Member) Subjects: Business Administration; Business Community; Business Education; Management; Organizational Behavior