Doctor of Philosophy, Case Western Reserve University, 2022, Psychology

Objective: The present study aimed to explore the relationships between Erik Erikson's adult stages of psychosocial development (intimacy/isolation, generativity/stagnation, ego integrity/despair) and suicidal ideation. It was hypothesized that more severe suicidal ideation would be significantly associated with poorer resolution of each of the three adult stages. It was also hypothesized that age would moderate the relationships between suicidal ideation and psychosocial development. Methods: Seventy-five Veterans (26-88 years old, Mage = 54.44 years) completed a diagnostic interview and met the inclusion criteria of a current depressive disorder. Self-report measures were administered to assess severity of suicidal thinking and degree of healthy psychosocial development. Results: More severe suicidal ideation was significantly associated with poorer psychosocial development across all three adult stages. Though age did not moderate this relationship for intimacy/isolation or generativity/stagnation, there was a small conditional effect of age on the relationship between integrity/despair and suicidal ideation. The strength of the integrity-ideation relationship was greatest for the youngest participants, tapering off after age 68. Conclusions: The significant associations between suicidal ideation and the adult psychosocial stages suggest that the developmental issues identified by Erikson are indeed important areas of mental health. Helping clients confront issues related to intimacy/isolation and generativity/stagnation may help reduce suicide risk across adulthood. Moreover, it may be useful to help clients resolve issues pertaining to dissatisfaction with life prior to entering older adulthood. Implications: The psychosocial issues identified by Erikson may help guide clinicians who work with suicidal clients. Results support current suicide prevention efforts to reduce loneliness and increase social supports. Findings also suggest that developing (open full item for complete abstract)

Committee: James Overholser (Committee Chair); Norah Feeny (Committee Member); Josephine Ridley (Committee Member); Eva Kahana (Committee Member); Arin Connell (Committee Member) Subjects: Clinical Psychology; Mental Health; Psychology

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

Reframing Leadership Narratives Through the African American Lens explores the context-rich experiences of Black Museum executives to challenge dominant cultural perspectives of what constitutes a leader. Using critical narrative discourse analysis, this research foregrounds under-told narratives and reveals the leadership practices used to proliferate Black Museums to contrast the lack of racially diverse perspectives in the pedagogy of leadership studies. This was accomplished by investigating the origin stories of African American executives using organizational leadership and social movement theories as analytical lenses for making sense of leaders' tactics and strategies. Commentary from Black Museum leaders were interspersed with sentiments of “Sankofa” which signify the importance of preserving the wisdom of the past in an effort to empower current and future generations. This study contributes to closing the gap between race and leadership through a multidimensional lens, while amplifying lesser-known histories, increasing unexplored narrative exemplars, and providing greater empirical evidence from the point of view of African American leaders. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Committee: Donna Ladkin Ph.D. (Committee Chair); Lemuel Watson Ph.D. (Committee Member); Damion L. Thomas Ph.D. (Committee Member) Subjects: African American Studies; African Americans; American History; Arts Management; Black History; Black Studies; History; Museum Studies; Museums; Organization Theory; Organizational Behavior

Master of Arts (M.A.), University of Dayton, 2020, Psychology, General

Generativity is the concern for helping future generations. Narrative psychology is one avenue for studying generativity in Erikson's model of development. The present study involved interviews from 25 families. Each family was interviewed approximately an hour in length and asked six questions pertaining to family memories. This study examined a new measure of narrative themes of generative concern expressed by individuals and shared between family members. Two researchers coded each family interview to establish inter-rater reliability, with a third coder to resolve discrepancies. Individual and family-level scores for generative narratives were compared with individual and family-level scores on a self-report measure of generative concern. The results showed that neither individual nor family-level scores were significantly related for the interviews overall. However, generative narratives, in response to a question regarding the family's characteristics, related to self-reported generative concern for individual and family-level data. One limitation of this study is the low number of families who participated. Overall, this study shows there is some evidence to support Erickson's model of development and that generative themes and self-report measures can be quantitatively studied.

Committee: Jack Bauer PhD (Committee Chair) Subjects: Psychology

Master of Arts, The Ohio State University, 2020, Sociology

Implicitly racialized tropes like the “dead-beat dad” remain a persistent stereotype as media representation and public discourse continue to portray black men as exceptionally absent. While black men are not comparatively more absent than men of other racial groups, there are well-documented structural constraints that negatively impact the black community. For example, mass incarceration and economic disadvantage pose significant external threats to black families and their cohesion; unfortunately, we know little about how such disadvantages (including the absence of fathers) internally impact boys who eventually become fathers with families of their own. Black fathers may find themselves situated against a simultaneously real and fictional cultural backdrop, impacted inter- and intra-personally by stereotypes and perhaps challenged by parental absence during their own childhoods. Whether and how these factors shape black fathers' parenting beliefs and practices remains relatively unknown. In the current project, I ask how fathers' childhood experiences shape their current parenting practices and beliefs. Second, I consider how socio-historical context across time may also shape such practices and beliefs. Through intersectional analysis of in-depth interviews with 15 black Ohio fathers I find these fathers engage in detraditionalization, prioritizing the use of personal, familial and identity-based reference points from which to steer their parenting practices. Further, they engage in generative parenting as they prepare their children physically, mentally, and emotionally to enter—and possibly change—an unjust world. Such a process of preemptive self-esteem bolstering remains relatively under-theorized with respect to parenting black children; thus, these findings point toward important future work. Finally, masculinity is central to these fathers' parenting identities and children's gender matters greatly for which parenting practices these men employ. This stu (open full item for complete abstract)

Committee: Rachel Dwyer (Advisor); Rin Reczek (Advisor) Subjects: Sociology

Ph.D., Antioch University, 2020, Leadership and Change

This study focused on baby boomers and explored how a career with a mission-focus in the Intelligence Community influenced boomer generativity and subsequent choices after retirement. Baby boomers make-up the majority of the population that is retirement eligible today and have the benefit of a longer life expectancy commensurate with improvements in health care over the past century. Current retirement literature covers a range of options that redefine what retirement means today. This study employed a two-phase mixed method approach to investigate the characteristics and impacts of a mission-focused career, and to understand how such experiences impact postretirement opportunities and choices. During Phase 1 a survey was administered to 280 retired Intelligence Community members and included an established Social Generativity Scale (SGS) derived by Morselli and Passini (2015). Phase 1 results showed that most respondent's personal work experience included a range of selfless or service related factors within their work environment, and also identified a high level of social generativity. A series of regression analyses identified the ability to make a difference and a shared sense of purpose as the most significant aspects of an Intelligence Community experience. Additionally participants' postretirement activities were influenced by their Intelligence Community “mission-focused” work experiences. Their work in the Intelligence Community and sense of generativity positively influenced their choice of activities after retirement. In Phase 2 of the study, focus groups with a subset of survey respondents reflected on the results from Phase 1 as it pertained to their personal lives and choices. Stories documented that a strong sense of mission and service persisted in postretirement activities, both formal work roles as well as a strong sense of volunteerism. Despite study limitations, positive implications for future studies looking across different population segmen (open full item for complete abstract)

Committee: Elizabeth Holloway PhD (Committee Chair); Carol Baron PhD (Committee Member); Suzanne Kunkel PhD (Committee Member) Subjects: Aging; Cultural Anthropology; Demographics; Demography; Economics; Gerontology; Public Policy; Social Psychology; Social Research; Social Structure; Sociology

Ph.D., Antioch University, 2020, Leadership and Change

There is a gap in the literature on generativity and the leadership philosophy and praxis of African American Female Foreign Service Officers (AAFFSOs). I addressed this deficit, in part, by engaging an individual of exceptional merit and distinction—Aurelia Erskine Brazeal—as an exemplar of AAFFSOs. Using qualitative research methods of portraiture and oral history, supplemented by collage, mind mapping and word clouds, this study examined Brazeal's formative years in the segregated South and the extraordinary steps her parents took to protect her from the toxic effects of racism and legal segregation. In addition, I explored the development of Brazeal's interest in international affairs and her trailblazing diplomatic career. In an effort to understand her leadership philosophy and praxis, the study engaged eight additional research respondents, ranging from proteges and colleagues to Brazeal's fictive daughter, Joan Ingati. Drawing from the Iroquois Great Law of Peace, this study employed the concept of generativity—concern for the welfare and well-being of future generations—as a focal lens. The research concluded that in order to be effective in the 21st century, leaders would do well to emulate Brazeal's example as a generative leader. This dissertation is accompanied by 11 audio files. 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.

Committee: Jon Wergin Ph.D. (Committee Chair); Laurien Alexandre Ph.D. (Committee Member); Richard McGuigan Ph.D. (Committee Member) Subjects: African American Studies; African Americans; American History; American Studies; Black History; Black Studies; Gender Studies; History; International Relations; Womens Studies

Doctor of Philosophy, Case Western Reserve University, 2018, Management

This dissertation explores and describes the role of meaningful purpose, mission, and future aspiration in effective and sustainable organizing. It examines Purposing-as-a-process: A collective, creative, inclusive and dynamic process that continuously gives life to collective meaning and aspirations. An initial study of twelve organizations led to the conceptualization of Purposing as encompassing five factors: competence development and recognition; autonomy support; relatedness and caring connections; meaning-making; and ability to tolerate uncertainty (CARMA model). The second study examined these five factors of Purposing, showing direct positive effects from each of the factors on innovative behaviors, organizational commitment, and passion for learning in the workplace. The third single-case study put texture to Purposing. Using a prospective theory building and future approach, phenomenological interviews resulted in six propositions and future aspirations that were consensually validated with participants. This is the first study—with empirical data from the real world—that studies and advances the concept not of Purpose, but Purposing. Organizations as living systems always need to be anticipating the future and thinking beyond the possible. Findings move beyond reifying and objectifying purpose as a “thing,” a “tool,” or a static event, and construe that Purposing is a relational experience—one that nurtures collective calling. The central contribution of this dissertation is a series of propositions for Purposing as a vehicle to foster intrinsic motivation that enables self-organizing capacities. Purposing, as a generative factor, has the potential to foster innovative behavior, organizational commitment, and a passion for learning.

Committee: David Cooperrider (Committee Chair); Richard Boland Jr. (Committee Member); Ronald Fry (Committee Member); Kalle Lyytinen (Committee Member); Kim Cameron (Committee Member) Subjects: Entrepreneurship; Management; Organization Theory; Organizational Behavior; Systems Design

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

This study contributes to the literature on bridge employment by examining the relationships between job-related psychosocial factors (i.e., generativity opportunities, workplace incivility, and relational job crafting) and intentions to continue working in the same organization after retirement, as well as the underlying mechanism through work meaningfulness. Furthermore, the moderating role of individuals' communion striving motivation was tested. A sample of 384 nurses 50 years old or above was recruited to test the hypothesized moderated mediation model. Results indicated that all the three examined job-related psychosocial factors (except generativity opportunities) were significantly related to older nurses' intentions to continue working in the same organization after retirement. Work meaningfulness partially mediated the relationships between workplace incivility, relational job crafting, and older nurses' intentions to continue working in the same organization after retirement. Work meaningfulness also fully mediated the relationship between generativity opportunities and older nurses' intentions to continue working in the same organization after retirement. Finally, communion striving motivation enhanced the positive relationship between generativity opportunities and work meaningfulness and exaggerated the indirect relationship between generativity opportunities and older nurses' intentions to continue working after retirement via work meaningfulness. Overall, findings suggest that in order to retain older nurses, organizations should lower workplace incivility, provide generativity opportunities, encourage relational job crafting, and cultivate work meaningfulness. Implications of these findings, as well as directions for future research, are discussed.

Committee: Steve Jex (Committee Co-Chair); Yiwei Chen (Committee Co-Chair); Russell Matthews (Committee Member); Alfred DeMaris (Committee Member) Subjects: Psychology

Doctor of Philosophy, Case Western Reserve University, 2011, Organizational Behavior

Case Western Reserve University and the Department of Organizational Behavior have housed the Master of Science in Organization Development (MOD) & now the Master of Science in Positive Organization Development and Change (MPOD) programs for over 40 years. During the program's history, many alumni have shared anecdotal accounts of cognitive, affective and behavioral changes that positively transformed their lives toward becoming more self-aware, more self-confident and effective change agents. Given such accounts, this study explores the question: How do MOD and MPOD graduates experience positive transformation and sustain it over time? Positive transformation, within this study, refers to the long-lasting, strength-based changes in behavior, affect and cognition used to help oneself and others to flourish. Through the use of Interpretative Phenomenological Analysis (IPA) and Appreciative Inquiry (AI), 32 graduates spanning MOD classes 1 – 15 and MPOD classes 1 – 4 were interviewed to answer the research question. The MOD/MPOD program shaped the interviewees' lives and changed their futures. The program's design in conjunction with the cohort's composition supported the interviewees' positive transformative experiences. The study concluded: (1) positive relationships with high-quality connections (HQCs) serve to facilitate strength-based behavioral, emotional and cognitive changes that lead to positive transformation; (2) validation and confirmation support individual transformation contrary to the disconfirmation and discrepancy theories of change; (3) positive relationships with HQCs increased interviewees' capacity to withstand conflict and experience it as a learning opportunity; (4) multi-dimensional diversity heightened and deepened self-awareness by engaging with diverse others, having exposure to diverse learning modalities, and experiencing oneself in diverse contexts; and, (5) creating generativity via positive relationships and doing work that brings val (open full item for complete abstract)

Committee: Ron F. Fry PhD (Committee Chair); David Cooperrider PhD (Committee Member); Harlow Cohen PhD (Committee Member); Peter Whitehouse MD (Committee Member) Subjects: Adult Education; Organizational Behavior; Psychology

Doctor of Philosophy, Case Western Reserve University, 1991, Organizational Behavior

Effective leadership requires that individuals in these positions express a number of qualities and competencies. Those qualities that ensure the survival of the organization and the continuity of the community in which it exists must be chief among them. This is the concept of generativity, a psychosocial stage of development associated with mid-life. Generativity, when manifested in executive leaders of corporations, ensures that these leaders will apply their creativity and caring to the furtherance of their organizations and their communities. Of course, the antithesis of generativity, self absorption or narcissism, is also a characteristic commonly found in corporate leaders. This dissertation studies the behaviours of four corporate leaders who demonstrate either generativity or narcissism as their predominant modes of action. Using the lifestory model of investigation, it analyzes each of their behaviours identifying commonalities and differences among them. Following their career development, a picture of these executives as leaders results. This is then examined through the lens of archetypal psychology to expose the underlying causes and motivations of their behaviors. The two generative leaders, recognized as innovators in their fields, are acknowledged for the remarkable contributions they have made and creative influences they have had in their respective industries as well as the generative involvement they have provided their communities. They demonstrated the essence of the "King" archetype with their generative behavior which saw them create constructive situations in the realm beyond their organizations and give their gifts to society to benefit from them. The researcher concludes with an interpretation of the salient data and a call for identifying and supporting those similar leaders of the future who will advance society in their own journeys for generativity.

Committee: Donald Wolfe (Advisor) Subjects:

Psy. D., Antioch University, 2011, Antioch Santa Barbara: Clinical Psychology

Cancer is an increasingly survivable disease that significantly impacts the ability of individuals to negotiate successfully the developmental task most distinctly affiliated with middle adulthood: creating meaning through achievement, creativity, and service. For many adults, these goals are accomplished through employment. When cancer intrudes, patients may be deprived of the ability to participate fully in the “generativity” that developmental psychologist Erik Erikson deemed essential to a healthy adulthood. In qualitative studies, patients' narratives speak of many work-related losses — of routine, normality, economic stability, social connection, purpose, and identity. While psychosocial issues and quality of life are viewed with increasing importance within the literature on cancer, there appears to be a paucity of quantitative data on the work-related distress alluded to in these studies. Building on themes from qualitative literature and personal therapeutic encounters, a work distress survey was developed and administered to 74 adult patients treated for cancer at a community cancer center. A strong association was found between work-related distress and negative — but not positive — psychological adjustment to cancer. A cluster of items related to diminution of the structural functions of work — a means of organizing the day, staving off boredom, and providing individuals with a sense of normality — were most strongly associated with negative psychological adjustment to cancer in this study. Implications for future research, clinical practice, and occupational application are discussed. The electronic version of this dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd

Committee: Ryan Sharma PsyD (Committee Chair); Michele Harway PhD (Committee Member); Jason Arkin MA (Committee Member); Teresa Deshields PhD (Committee Member) Subjects: Developmental Psychology; Health; Health Care; Health Sciences; Medicine; Mental Health; Occupational Health; Occupational Psychology; Oncology; Psychology; Social Work