BS, Kent State University, 2011, College of Nursing

Purpose: Individual characteristics may influence nurses' choice of clinical specialties. Despite reports concerning general consistency of personality type across specialties, differences among specialties exist and may require unique skill sets. Thus, it is arguable that nurses across specialties may have unique traits. These traits may influence why some nurses choose and excel in specific clinical specialties. The purpose of this study was to describe the lived experiences of nurses as told by the participants and interpret the narrative data to gain understanding of how they enacted nursing in their clinical specialty, identifying themes related to a nurse's sense of clinical fit across specialties. Theoretical Framework: As a philosophy of science and method of interpretation, hermeneutic analysis provided information regarding participants' subjective sense of fit between their individual characteristics and their clinical area of expertise. Participants: Nine clinically-expert nurse faculty members, familiar with student and clinician characteristics, specializing in pediatric nursing, mental health nursing, maternal health nursing, oncology nursing, medical-surgical nursing, telemetry nursing, emergency nursing, critical care nursing, and perioperative nursing. Methods: Qualitative investigation described nurse characteristics across specialties. Interviews and demographic assessments were conducted with a purposive sample. Data were analyzed using Lanigan's approach to Heideggarian hermeneutics. Responses were sorted to identify characteristics by theme according to specialty. Data description, reduction, and interpretation resulted in better nurse characteristic understanding. The method supported auditability of themes and supports the credibility of the investigator's interpretations. Results: Similarities and variances emerged among participants across specialties. Analysis revealed a continuum between interpersonal nurse focus and environmental n (open full item for complete abstract)

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

Since the early 1900s, scholars, police, and the public have debated and discussed the role of higher education in policing. The questions of whether police officers should have experience in higher education and how that will influence job outcomes have not fully been answered to this day. The purpose of this research study is to examine the relationship between higher education and police officer job satisfaction, officer stress, and officer job performance. The aims of this study also focus on accounting for differences in type of higher education program delivery (online vs. in-person vs. hybrid with online and in-person), major (criminal justice or other), and type of institution attended (public vs. private, 2-year degree programs vs. 4-year degree programs). The overall objective of the study is to determine if and how higher education influences police officers, while at the same time accounting for the attributes of the higher education institutions that police officers have attended. Lastly, this research will add to the discussion surrounding recruiting college-educated officers, as well as educating police officers who already work for the department. This study uses self-report survey data from Detroit Police Department police officers who were surveyed the summer of 2021.

Doctor of Philosophy, The Ohio State University, 2021, Economics

This thesis is a collection of three chapters that study various aspects of the labor force. The first two chapters study how labor markets respond to aggregate influences, when labor market frictions interact with other market features, and a third chapter that evaluates the impact of heterogeneity in households on interest rates. In the first two chapters, I focus on how the post-recession recovery of labor market variables is affected by imperfections in the market. The first chapter investigates the role of on-the-job search in the recovery process of employment, and how labor market power can suppress wages and incentivize against on-the-job search. Labor Market power allows a small number of firms to influence wages and employment in the market, and the suppression of wages persuades workers against expending costly search effort. The second chapter focuses on how the presence of financial frictions can affect the response of labor market variables in a frictional labor market. When bank liquidity is constrained in the event of a downturn, affecting the amount of loans available to firms, firms are unable to purchase the capital input they require to complement labor. This results in firms posting fewer vacancies, and a lower matching rate for workers, which hinders the recovery of employment. The third chapter introduces discount rate heterogeneity in Huggett (1993) and Aiyagari (1994) and evaluates the impact on interest rates.

Doctor of Education (Ed.D.), Bowling Green State University, 2019, Leadership Studies

The variation in needs and expectations between generational cohorts can make it difficult for organizations to create human resource, talent development, and supervisory policies to fit all employees. Low job satisfaction may lead to several adverse outcomes such as low retention and organizational commitment, low productivity, and low morale studies. In addition, research on generational differences in job satisfaction has led to contradictory findings. A correlational research design with a cross-sectional survey was implemented utilizing a multiple regression analysis to explore which facets of job satisfaction (Work Itself, Pay, Promotion, Coworker, and Supervision) best predicted Overall Job Satisfaction for each generational cohort. A discriminant analysis was also conducted to determine if a prediction of generational cohort membership could be established based on facets of job satisfaction. Multiple regression results indicate that Coworker, Work Itself, and Supervision Facets were the strongest predictors in the model of Overall Job Satisfaction for Baby Boomers; Coworker and the Work Itself Facets were the strongest predictors of Overall Job Satisfaction for Generation X; the Work Itself and Supervision Facets were the strongest predictors of Overall Job Satisfaction for Millennials. The data failed to yield a prediction of cohort membership based on facets of job satisfaction. Positive Affect was included in all analysis and was found not to be a confounding variable of job satisfaction for the sample. The results from this study concluded 1) generational cohorts do place varying degrees of value on facets of job satisfaction; 2) generational differences across facets are subtle; 3) all cohorts place a high value on the Work Itself Facet, and 4) the Coworker and Supervision Facets are significant influencers for the majority of the cohorts. Based on the facets included in the models, there were several implications for leadership with strong connecti (open full item for complete abstract)

Master of Science, Miami University, 2013, Family and Child Studies

As several studies have shown; stress, burn out, and turn over are frequent issues among residential childcare facilities. Few studies reveal the positive aspects of the field. This qualitative study revealed both the challenges and the rewards among residential childcare workers. Four residential childcare workers from one facility participated in this study through semi-structured interviews asking questions regarding the positive and negative aspects of their line of work. Using grounded theory, four themes emerged including "impacting the lives of children"; "conflict with staff"; "length of shifts"; and "not being listened to". Two concepts were uncovered with one centering on the worker's desire to work with youth and the second revolving around the difference between experienced and inexperienced workers concerns. Findings for application and future research were also discussed.

Doctor of Philosophy, The Ohio State University, 2010, ED Physical Activities and Educational Services

The purpose of the study was to examine the relationships among perceived effectiveness of NBTAs, extent of advice networks, and perceived job outcomes in a semiconductor manufacturing company in Korea, using a mixed method. The data for the quantitative study were collected from an online survey questionnaire. The population consisted of all employees (N=15,000) who were working in production facilities of the company or branch offices in Korea. The total number of respondents was 188 out of 375 employees randomly selected, with an overall response rate of 50.13%. The data for the qualitative study were gathered from semi-structured interviews with eight employees who responded to the online survey. Canonical correlation analysis and hierarchical regression analysis were utilized to analyze the survey data. Additionally, content analysis was employed to analyzed and interpret the interview data. The results showed that on-the-job training approaches and training approaches within a business unit were perceived to be more helpful than common training approaches to develop advice relations. Yet, no relationships were found between advice networks and the perceived effectiveness of NBTAs. The results also indicated that no mediation occurred between the perceived effectiveness of NBTAs and perceived job outcomes. Although the study failed to reveal the mediation between the perceived effectiveness of NBTAs and perceived job outcomes, the findings from the quantitative and qualitative studies provided evidences that NBTAs helped individuals develop advice networks, and the development of advice networks through NBTAs had an impact on individual job performance and job satisfaction. In addition, the results of this study identified four processes which create advice networks through training approaches: 1) developing advice networks based on job-relatedness, 2) sharing a common interest among others, 3) spending time doing group activities with others, and 4) spending (open full item for complete abstract)

Doctor of Philosophy, The Ohio State University, 2004, Educational Studies: Hums, Science, Tech and Voc

The purpose of this study was to explore the perceived job change toward dimensions of knowledge work among frontline employees, middle managers, and senior managers in a large Korean bank. This study examined their perceived job change in terms of frequency, importance, and difficulty. The instrument used in this study was from the questionnaire of the Occupational Information Network (O*NET), which is an updated version of the Dictionary of Occupational Titles (DOT) that has been employed for job analysis since the 1930s. From the 18,000 employees of the target population, 377 employees were randomly selected. Using an Internet survey, a total 359 of employees responded. Thus, the response rate of this study is 95 percent. The results of study showed that all four of the dimensions of knowledge work increased in terms of importance, frequency, and difficulty. Results from a series of paired t-tests indicated that all three job levels rated the four dimensions of knowledge work higher today than as performed three years ago. The results suggested that increasing aspects of knowledge work have been a prominent part of all three job levels. However, results from one-way ANOVA showed the degree to which each of the job levels experienced change toward knowledge work differed. In particular, frontline employees and middle managers have been subject to relatively more change toward knowledge work than senior managers. Findings supported that knowledge work is no longer the monopoly of senior managers. The conclusions of the study can be summarized as follows: (1)There were changes toward knowledge work across all three job levels.(2) Change toward knowledge work seemed to have differentially affected some job levels more than others.(3) Change toward knowledge work seemed to have affected frontline employees and middle managers more than senior managers.

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2009, Higher Education Administration

Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Although an awareness of job satisfaction has the potential to reduce absenteeism and employee turnover, we know little about the satisfaction levels of student affairs professionals. This study examined a population of entry- and mid-level student affairs practitioners in order to develop a profile of their levels of satisfaction with the overall job and five facets of satisfaction. In addition, differences were examined among demographic characteristics and predictors of job satisfaction for entry- and mid-level staff were explored. Findings indicated significant differences between entry- and mid-level student affairs professionals' levels of job satisfaction when compared to the neutral level of job satisfaction established by the general population of workers. In addition, significant differences were identified in relation to age, gender, position level, and student affairs functional area. Predictive models were identified for entry-level professionals' satisfaction with opportunities for promotion and mid-level professionals' satisfaction with pay. Suggestions for future research are provided. Implications for practice are noted including the recommendation that student affairs leaders should make much of the fact that student affairs is a satisfying line of work. In addition, results suggested that leaders within student affairs should attend to the differences in satisfaction levels between older and younger professionals at the entry and mid-levels. Further, results implied a generational influence on job satisfaction levels that has bearing on effective supervisory and leadership behaviors. Finally, practitioners may find it useful to attend to the differing satisfaction levels between various functional areas and what these variations imply for leadership practice.

Doctor of Philosophy, The Ohio State University, 2025, Nursing

Abstract Background: Post-pandemic surveys continue to report high rates of exhaustion, burnout, anxiety, and intention to leave the job in hospital nurses. Early-career registered nurses (ECRN) who experience burnout and exhaustion in the first 1-3 years of their career have a job turnover rate of approximately 46% and are more prone to physical complaints, insomnia, and cognitive problems 10 years later. Few studies have focused on understanding if mindfulness in ECRNs can help mitigate the negative effects of the work environment. Purpose: This descriptive cross-sectional study aimed to examine if mindfulness in ECRNs is associated with their anxiety, burnout, perceived stress, job satisfaction, and intent to stay in the job. Additional aims were to investigate the relationships among ECRN's level of mindfulness and nursing work-related and personal demographic variables, such as level of education, unit worked, hours worked per shift and per week, shift, chronic illness, gender, children at home, relationship status, and use of a regular mindfulness practice routine. Methods: A sample of 100 ECRNs were recruited from the campus of a mid-west academic teaching health system. Inclusion criteria were direct care hospital nurses who have at least one year but less than four years of experience, who work full-time hours. Pearson's correlation, point biserial correlation, bivariate regression, and one-way ANOVA were used to examine the associations between mindfulness, anxiety, burnout, stress, job satisfaction, intent to stay, nursing work-related variables, and personal demographic variables. Results: The sample included 100 nurses with more than one year but less than four years of experience. Participants were mostly female (82%) and white (84%). The majority of the sample had no children (87%), and were not married or cohabitating with a significant other (52%). Fourteen percent had a chronic illness. The highest earned nursing degree (open full item for complete abstract)

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2025, Leadership Studies

This study examined the relationship between leadership styles and employee job satisfaction in specialty retail stores in Northwest Ohio. Specifically, it explored how transformational and transactional leadership styles predict job satisfaction and whether these effects differ between part-time and full-time employees or across ethnic groups. A quantitative research approach was employed, utilizing a survey method to collect data from 177 employees in specialty retail stores. Leadership styles were assessed using the Multifactor Leadership Questionnaire (MLQ-5X), while job satisfaction was measured using the Abridged Job Descriptive Index (aJDI). The study applied multiple regression analysis to determine the predictive power of leadership styles on job satisfaction, Pearson correlation analysis to examine the relationship between leadership styles and job satisfaction among full-time and part-time employees, and a three-way ANOVA to explore potential group differences based on leadership style and ethnicity. Findings indicate that transformational leadership is a significant predictor of employee job satisfaction (β = 0.512, p < .001), whereas transactional leadership does not have a meaningful impact (β = 0.022, p = 0.847). The correlation analysis revealed that full-time employees reported higher job satisfaction than part-time employees, suggesting that stable employment conditions may contribute to greater satisfaction levels. Additionally, ethnicity did not significantly moderate the relationship between leadership styles and job satisfaction in the three-way ANOVA. However, the analysis revealed significant differences in job satisfaction levels across ethnic groups. While no main effects were found, a significant interaction effect was found, showing that the combined influence of transformational leadership and transactional leadership significantly affects job satisfaction (F(4, 155) = 4.361, p = 0.006, η² = 0.078), highlighting the importance (open full item for complete abstract)

Doctor of Education , University of Dayton, 2024, Educational Administration

Many school districts in the United States struggle to retain assistant principals (APs), thus losing the opportunity to prepare and promote quality internal candidates for the principalship. The purpose of the critical participatory action research study was to add to the limited research on AP experiences and how to support their professional development in a way that successfully leads APs to the principalship. The research aimed to add qualitative data from APs employed in public school districts in Ohio to provide much-needed insight into how to better retain school administrators and create an internal candidate pool of highly qualified school principals. The research questions centered around providing insights into AP on-the-job socialization and experiences that impacted their career path decisions and gathered their recommendations for school districts when creating a principal pipeline program or other intentional supportive professional development opportunities for APs. Purposive, stratified/cell sampling was used to collect data from homogeneous participants who share a geographic location (state) and the same biographical background of making lateral career moves as APs of one school district to another, but are considered representative of various demographic groups. The APs shared their experiences through semi-structured interviews and made recommendations for how school districts could better support APs and prepare them for a future principalship. The questions encouraged interviewees to employ a systems thinking approach and DSRP metacognitive process to reflect. I used a critical constructivist grounded theory methodology to analyze the data collected through an iterative inductive process of initial and focused coding and memoing combined with input from participants to uncover, compare, and synthesize common themes. Four APs were interviewed, which provided insights into their on-the-job socialization and experiences. Two (open full item for complete abstract)

Doctor of Philosophy in Urban Education, Cleveland State University, 2024, Maxine Goodman Levin College of Urban Affairs

The substance use disorder (SUD) counseling field has faced many challenges since it began as a grass roots movement alongside the formal counseling profession. Along with previously poorly defined training and education, low compensation, and high stress, counselors in this field face burnout, low job satisfaction, and low success rates. A major concern facing the field today is the voluntary turnover of SUD therapists at alarming rates. Several factors are theorized to contribute to turnover; however, no single factor accounts for turnover entirely, thus researchers in the field rely on working models to explain voluntary turnover. An explanatory framework from career psychology literature (Muchinsky and Morrow, 1980) suggests examining economic, personal, and work-related determinants of turnover. Another model (Mobley, 1977) suggests investigating the correlates of job satisfaction in relation to turnover. A final important model (Lee & Mitchell, 1994) indicated a psychological evaluative process preceding turnover decisions. This study combined these frameworks to propose specific determinants of voluntary turnover among SUD therapists. A discriminant analysis was utilized to understand how well these factors discriminated between therapists who consider leaving or remaining in their jobs during the COVID-19 pandemic. Nonprobability sampling and data collection was conducted through national and state databases of SUD treatment centers and SUD therapists. Furthermore, the effects of gender, profession, and degree level were explored regarding these determinants. Results of the study indicated that the combination of Age, Tenure, Household Size, Job Satisfaction, Job Embeddedness, Burnout, Addiction Counseling Self-Efficacy, Procedural Justice, and Distributive Justice significantly discriminated between SUD therapists who are “not at all likely,” “somewhat likely,” and “very likely” to quit their jobs. The psychological variables of Job Satisfaction, Job Embedd (open full item for complete abstract)

Doctor of Education , University of Dayton, 2023, Educational Administration

Employability is key to libraries as they continue to diversify their services to include career services to meet the job seeking needs of community members. But not all community members are aware that libraries play a key role in preparing the workforce. This dissertation probed and sought ways to improve job seeking outcomes for patrons in the Baldwin Public library. A qualitative, participatory action research study used a phenomenological research approach to understand the experiences of library patrons' job seekers for the purpose of improving job seeking outcomes within the system. The study's action plan recommendations include the development of a learning center, programs as symbol of family ties and more which support and improve job seeking outcomes.

Master of Dental Hygiene, The Ohio State University, 2022, Dental Hygiene

Background: Job stress and demand can lead to physical and psychological distress, poor job satisfaction, and burnout. Additionally, these factors may sway dental hygienists to leave the field of dental hygiene. Little research has been done to address how these factors influenced job satisfaction of dental hygienists during the Covid-19 Pandemic and influenced their intention to leave clinical practice. Objective: The purpose of this study is to determine if the Covid-19 pandemic has affected job satisfaction and the intention of dental hygienists to leave clinical practice. Also, to determine which factors directly influence and predict job satisfaction and intention to leave this profession. Methods: A survey was distributed through social media to a convenience sample of dental hygienists (n=397). The survey consisted of the four subscales of the Brief Job Stress Questionnaire, 9 demographic, and 5 questions relating to intention to leave practice. Results: Job stressors, such as quantitative job overload, whether a job is suitable to an individual, intrinsic reward, and poor physical environment as well as, psychological distress factors, such as anger and depression were significant predictors of job satisfaction of dental hygienists working during the Covid-19 pandemic. The study determined that only intrinsic reward was a significant predictor variable of intention to leave practice. Survey respondents indicated that burnout, work environment, and physical discomfort were the primary reasons they planned to reduce clinical workload or leave the clinical dental hygiene field. Discussion: Past research and current trends compared to the results of this study should be considered when determining best practice for employers. Given the effect of the Covid-19 pandemic on dentistry and a shortage of practicing dental hygienists looming nationwide, understanding what factors impact retention of existing employees and the ability to attract new hires is (open full item for complete abstract)

Master of Arts in Psychology, Cleveland State University, 2021, College of Sciences and Health Professions

Previous job search research suggests a large proportion of jobs are acquired through contacting other people (i.e., networking; Granovetter, 1995). In recent years, research on networking has focused on determining the antecedents of the job search strategy (e.g., Wanberg et al., 2000). This study examined various perceived characteristics of networking, which included job seeker perceptions of autonomy, customizability, and social cost, as antecedents of networking intensity. In addition, this study examined extraversion, a personality trait that is predictive of networking behavior, as a moderator of the relationships between the perceived characteristics of networking and networking intensity. Results of this study have indicated that job seeker perceptions of autonomy, customizability, and social cost do not interact with extraversion for the prediction of networking intensity. However, job seeker perceptions of social cost were found to predict networking intensity. Additionally, job seeker perceptions of autonomy positively correlate with extraversion and networking comfort, which are predictors of networking intensity.

Doctor of Healthcare Administration (D.H.A.), Franklin University, 2021, Health Programs

Last year, the COVID-19 pandemic placed a greater strain on hospital systems to keep their nursing teams at optimal levels to meet the increased demand. A loss of nursing staff can have a detrimental effect on patient care and safety, productivity, psychological well-being of the nursing staff, and overall organizational performance. The purpose of this quantitative study focused on examining the relationship between job satisfaction, organizational commitment, and turnover intentions among urban frontline nurses working in acute-care facilities. Social exchange theory and Jobs Demands Resource Model represented the theoretical framework in the research study. Six research questions ascertained if a statistically significant relationship existed between job satisfaction, organizational commitment, and turnover intention. The hypothesis for the study was that there is no statistically significant relationship between the variables. Data were analyzed using Pearson's Product Moment Correlation and multiple regression analysis from a random sample of 135 frontline registered nurses working in Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and Vermont. Variables job satisfaction, organizational commitment, and turnover intention were measured using the Job Satisfaction Survey, Three-Component Model of Employee Commitment, and Turnover Intention scale-6. The study demonstrated a statistically significant correlations between job satisfaction and turnover intention r (135) = .62, p <.01 and organizational commitment and turnover intention r (135) = .42, p < .01. The predictor variables explained 40.2% of the variance in turnover intention among frontline nurses. Future research should examine nurses' perceptions of their work environment, contributing factors nurses face post-COVID-19, and job satisfaction factors driving turnover among nursing teams.

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2021, Higher Education Administration

Student affairs professionals help students who experience trauma. Repeated and prolonged traumatic exposure has significant adverse effects on other helping professionals; burnout is one consequence of trauma exposure. Burnout as a construct has not been quantitatively researched in the student affairs profession recently. This study provides a new way to investigate burnout: by looking at the role of job demands, job resources, and exposure to trauma. Through an anonymous survey, 883 student affairs professionals reported their levels of job demands, job resources, exposure to trauma, and burnout. In addition to descriptive statistics, t-test, ANOVA, and regression analyses were conducted. Professionals with high job demands and low job resources are susceptible to burnout. Exposure to trauma significantly contributed to burnout scores and certain professionals are more susceptible to burnout than others; however, student affairs professionals in various functional areas experienced burnout. The results of this study confirm that helping professionals experience burnout and need more resources to continue this work. These findings can be used by institutions of higher education to inform supervision, training, hiring, and retaining these skilled professionals.

Master of Arts (MA), Bowling Green State University, 2020, Psychology

Nursing is an extremely demanding occupation, with challenges ranging from physical demands of lifting and patient aggression to psychological and organizational demands of coworker incivility, time pressure, and understaffing. Past research has not answered the question of how demanding requirements are distributed between male and female nurses in this predominantly female profession. Gender theory research has indicated that men and women often have very different experiences at work due to stereotypes of masculinity, femininity, and traditional work roles. Therefore, this research utilizes the job demands and resources model to examine the different ways that male and female nurses experience negative demands, helpful resources, and physical, psychological, and attitudinal outcomes. Male nurses reported greater physical and interpersonal job demands as well as greater supervisor support than their female colleagues, while female nurses reported greater demands related to understaffing and long work shifts as well as more social support. Male nurses showed higher levels of stress, intent to leave nursing, and injury frequency, while female nurses report more frequent instances of pain. Implications for gendered occupations, health and safety, and interventions are discussed.

Doctor of Philosophy (PhD), Wright State University, 2020, Human Factors and Industrial/Organizational Psychology PhD

Workers who are satisfied with their jobs are better performers, but prior research has found a plethora of moderating variables between job satisfaction and job performance (Ostroff, 1992, Schleicher, Watt, & Greguras, 2004; Spector, 1997). Prior research has suggested that job attitude strength can strengthen the relationship between job satisfaction and job performance and that the relationships between personality variables and extra-role job performance are stronger in weak rather than strong workplace situations (Meyer et al., 2014; Shleicher et al., 2015). In the current study, I investigated the interaction between job satisfaction, job attitude strength, and situational strength on job performance. Using attitude strength and situational strength theories, I argued that the relationship between job satisfaction and job performance is stronger when attitudes are strong and situations are weak. Using a sample of workers from Amazon's Mechanical Turk (MTurk, N = 539), I found that job attitude strengthens the relationship between job satisfaction and job performance. However, strong evidence was found to suggest that strong situations strengthened rather than weakened the relationship between job satisfaction and job performance. I found little evidence of a three-way interaction between job satisfaction, job attitude strength, and situational strength on job performance in the direction expected. My findings have important implications for the attitude strength and situational strength literatures.

Doctor of Philosophy, Case Western Reserve University, 2019, Organizational Behavior

Organizational researchers have long had an interest in how employees informally seek and help in organizations. While some helping in organizations occurs by both a willing helper (e.g., proactive helping) and target (help-seeking behavior), limited research has focused on helping behavior involving reluctant helpers and help targets. Dyadic forms of proactive helping, such has interpersonal helping, will only lead to desired organizational outcomes if employees accept their coworkers' offers to help. Past research has found that reluctant help targets (employees with reservations about accepting discretionary workplace help) tend to receive worse supervisor evaluations of job performance and receive less support and help from their coworkers, but no research has explored explanations (i.e. mediators) for this negative relationship. Understanding why reluctant help targets perform worse at work is important because without accepting help, employees may fail at managing their self-regulation and improvement and, thus job performance. In this dissertation, I build theory to support the notion that a reluctance to accept help leads to workplace stress and, in turn, decreased levels of employee job performance. Using job demands-resources theory, I hypothesize and find support that the negative relationship between reluctant help targets and multiple dimensions of employee job performance is mediated (individually and in tandem) by two work stressors: role overload and emotional exhaustion. These findings provide important contributions to the helping behavior literature including (1) comparing and contrasting reluctant help-seeking and reluctant help targets; (2) demonstrating that being reluctant to accept help begins a resource depletion process which leaves employees overburdened, emotionally exhausted and, in turn, inadequate resources to meet job demands in order to achieve adequate job performance. Future research directions are also discussed.