Doctor of Education, Ashland University, 2020, College of Education

This study examines group processes and leadership of a zoo executive team at a Midwestern zoo while determining what type of animal images are ethically appropriate and ethically conflicted for use in social media (Instagram). Using the four animal and human associations, this study examined how group processes are used to establish a mutually agreed-upon set of standards for what is ethically appropriate for social marketing imagery of zoos. The instrumentation used included one-on-one interviews, survey, a questionnaire and a focus group. The results of this study suggests that effective group processes include: behavior modification, cohesion, feedback, leadership, fostering perception change, and fostering learning. The results also suggest how zoo professionals navigate in reaching decisions for policy development and common goals for the organization more efficiently and effectively.

Committee: Judy Alston Dr. (Committee Chair) Subjects: Animals; Behavioral Psychology; Educational Leadership

Master of Arts in Professional Communication, Youngstown State University, 2019, Department of Communicaton

Previous research has been conducted regarding group and demographic diversity, cognitive and group cohesion, and groupthink. However, all three concepts focused on have not been studied together. The purpose of the study was to investigate group characteristics and their possible effects on overall group cohesion and the presence of groupthink. The relationship between demographic and cognitive diversity on overall group cohesion and the relationship between demographic and cognitive diversity and the possible presence of groupthink in an academic group were explored. A quantitative survey of undergraduate student participants was used to collect and interpret data and results. Participants were asked to reflect on their most recent group experience in a college course within the last year. Research participants answered questions about their group characteristics, connection to the group, group cohesion, group participation, demographic diversity, cognitive diversity, and groupthink. Results concluded that cognitive diversity was a positive predictor of cohesion. Different ideas, beliefs, and unique skill sets resulted in a more cohesive group than similar race, gender, age, or socioeconomic class. Results also concluded that cognitive diversity was a negative predictor of groupthink. It can be assumed that a group with the same values, ideas, beliefs, and skills is less likely to have groupthink, than a group that thinks, believes, and solves problems similarly. Although diversity does affect both cohesion and groupthink,it is cognitive diversity, not demographic diversity, that has the greater effect on the overall group experience.

Committee: Rebecca Curnalia PhD (Advisor); Shelley Blundell PhD (Committee Member); Jay Gordon PhD (Committee Member) Subjects: Communication; Higher Education

Master of Arts (M.A.), Xavier University, 2018, Psychology

This study examined the relationship between perceptions of group cohesion, collective efficacy, and social loafing. A mediational model was proposed, identifying collective efficacy as the mediator between perceptions of group cohesion and social loafing. A sample of 88 college students participated in this study. First, participants were asked to read a vignette asking them to imagine themselves working in a group setting. They were then asked to complete measures of perceived group cohesion, collective efficacy, and social loafing. Results indicated that perceived collective efficacy mediated the relationship between perceptions of group cohesion and perceived social loafing according to the Baron and Kenny (1986) methodology for determining a mediation model. By increasing the awareness of the importance of collective efficacy within work groups, organizations can enhance the likelihood their work groups' success. Future research should seek to replicate these findings within actual work groups as well as clarify the definition and measurement of group cohesion and collective efficacy.

Committee: Dalia Diab Ph D. (Advisor); Mark Nagy Ph D. (Committee Member); Morrie Mullins Ph D. (Committee Member) Subjects: Management; Organizational Behavior; Psychology; Social Psychology

Doctor of Philosophy, The Ohio State University, 2011, Communication

The social contract is one of the primary mechanisms for explaining how civil society forms and maintains itself over time (Hobbes, 1651/1996; Locke, 1689/1980; Rousseau, 1762/1997). This dissertation follows Keeley (1988) in applying Social Contract Theory to voluntary groups. Specifically, it employs perceived voluntary group cohesion (PVGC) as a means of explaining the strength of the individual's commitment to a contract created with a voluntary group. PVGC is grounded in a Lockeian (1689/1980) view of the social contract and is an expansion of Festinger, Schachter, and Back's (1950) conceptualization of group cohesion. PVGC is a measure of an individual's assumptions and comprehensions about his or her cognitive, emotional, and communicative attachment to a bound collective with which he or she voluntarily interacts to achieve a goal or goals not attainable through individual action. In a previous study a 9-item PVGC scale received support of its reliability and validity (Geidner, 2010). This dissertation seeks to expand on this earlier study. Specifically, the goals of this dissertation are to replicate the model fit of the proposed higher-order factor structure of PVGC in a new sample and to further define the relationships between PVGC and some of its antecedents (e.g., size and procedural justice), correlates (e.g., perceived cohesion), and consequences (e.g., future commitment to the voluntary group, public participation associated with the voluntary group, and willingness to impose sanctions on group members who break group rules). To accomplish these goals, primary data from a national cross-sectional survey were examined. The survey (N = 1,032) probed participants' history with and feelings toward a voluntary group to which they were members (e.g., a church group, a sports club). The 9-item PVGC measure did not display good model fit. Instead, an 8-item version of the PVGC measure showed good model fit and was employed in all analyses. The majority of (open full item for complete abstract)

Committee: R. Lance Holbert PhD (Committee Chair); WIlliam P Eveland PhD (Advisor); Gerald Kosicki PhD (Advisor); Dongyoung Sohn PhD (Advisor) Subjects: Communication