Doctor of Business Administration (D.B.A.), Franklin University, 2024, Business Administration

With turnover a costly problem in the aerospace industry, businesses aim to maintain high-performing and skilled employees. The onset of the COVID-19 pandemic increased turnover in the field after experiencing changes to work settings, communications, managerial distance, and customer market. Critical functions and positions within aerospace remained necessary to protect the health, safety, and well-being of the public, employees, and government assets. How many aerospace workers had supervisors who transitioned to working from home was also unknown. Without a defined population, the impact of employees who faced multiple changes is speculative. This dissertation explored how internal communications satisfaction, person-environment fit, and work setting predict the turnover intent of 95 aerospace direct reports of pandemic-declared remote managers. Person-environment fit, social exchange, and leader-member-exchange theories were foundational in explaining employee behavior. This study used the Person-Environment Fit Scale for Creativity (PEFSC), the Internal Communications Survey Questionnaire (ICSQ), and the Turnover Intent Scale 6 (TIS-6). One's work setting (remote, hybrid, or onsite was found to have a significant impact on employee turnover intent, while one's fit with their environment was less significant.

Committee: John Nadalin (Committee Chair); Steven Martin (Committee Member); Crissie Jameson (Committee Member) Subjects: Business Administration; Labor Relations

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2023, Psychology/Industrial-Organizational

During the COVID-19 pandemic, remote work became commonplace for many knowledge workers who were previously office-based. In 2021 and beyond, many organizations have expected that their employees return to onsite work; much has been unknown, however, about employee attitudes toward loss of remote work during such a transition. Using the frameworks of social exchange theory, conservation of resources, and organizational support, this research seeks to understand how employee attitudes toward remote work may impact perceptions of psychological contract breach in required return to onsite work. Although initial hypotheses were not supported, exploratory analyses supported a serial mediation model in which psychological contract breach, perceived organizational support, and affective commitment serially mediate the positive relationship between remote work preference and turnover intent. Positive attitudes of working mothers toward remote work were also explored, with consideration of how remote work may help in the balance of conflicting home and work demands. Findings support the unique and valuable role that remote work choice may play for working mothers as well as illuminating their potential reactions to loss of remote work. Findings have implications for organizations seeking to meet employee needs and retain workers, particularly working mothers, when considering work location requirements.

Committee: Margaret Brooks Ph.D. (Committee Chair); Marco Nardone Ph.D. (Committee Member); William O'Brien Ph.D. (Committee Member); Clare Barratt Ph.D. (Committee Member) Subjects: Occupational Psychology; Psychology

Doctor of Education (Ed.D.) in Organizational Leadership , Franklin University, 2022, International Institute for Innovative Instruction

The purpose of this study is to examine the predictive power of organizational culture (OC) and social quality relationship (SQR) on Environmental Services (EVS) departmental turnover intent (TI) in full-service contracted companies in an Ohio hospital. Recommendations grounded on the study's data provide an EVS organization with strategies as to how to reduce EVS employee turnover intent. The primary research goal is to contribute value-driven, reliable, and validated data to an EVS department identifying potential employee turnover intent through vital predictors. The second goal is to develop a Call-to-Action plan enabling leaders from full service contracted accounts to implement measures to reduce employee turnover intent. Both research goals will likely enhance EVS teams in building relationships, and contribute to team and department efficiency (Nowak, 2019). A sequential explanatory mixed-methods design was employed as means of predicting turnover intent from organization culture and social quality relationship predictors in the EVS department. The quantitative element of the design was intended to measure organizational culture, social quality relationships, and turnover intent. This was accomplished by three proven instruments: (1). 5-point Likert 15-item Organizational Culture Scale (OCS; Tang et al., 2000); (2). 7-item Leader-Member Exchange Scale (LMX; Graen & Uhl-Bien, 1995); and (3). 5-point Likert 6-item Turnover Intent Scale (TIS; Roodt, 2004). The qualitative element of the design is intended to explore outlier data and is accomplished by the analysis of composite scores from the quantitative strand. There is no research on EVS organizational culture, social quality relationships, and turnover intent from a front-line employee perspective. This research fills an identified gap to study EVS turnover intent due to the amount of loss EVS experience. The impact EVS leaders have on their specific account turnover is valuable within the contents o (open full item for complete abstract)

Committee: Valerie Storey (Committee Chair); Donis Toler Jr. (Committee Member); John Suozzi (Committee Member) Subjects: Cultural Resources Management; Environmental Management; Organizational Behavior; Social Psychology; Social Research

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

Research highlights “moral stress” exercising powerful influence on individual's well-being and his or her turnover intentions beyond the effects of general stress. Recently there have been calls for theoretical and empirical research into “the largely unexplored” moral aspects of stress also in organizations. As a result, scholars have proposed the construct of moral stress and explored its discriminant validity amongst job stressors, validated a moral stress scale, and tested its predictive validity on individual worker's fatigue, job satisfaction, and turnover intentions. Despite these significant results these studies fail to explain the “what” or “how” behind moral stress, and proclaim “other types of positions and environments need to be tested” in understanding the role of moral stress in organizational settings. In particular, individual level antecedents of moral stress have not been theorized and analyzed among executives. In response to this void this mixed method sequence of studies investigates the role and impact of moral stress in individual executive ethical decision-making processes, and its antecedents. Due to lack of explicit theory and earlier empirical research on the topic the first study qualitatively explores how moral stress manifests in manager's experience and how it influences senior manager's behaviors who are involved in high-pressure, group decision-making processes where the manager experiences conflict between his or her personal values and guiding values of the organizational setting. I draw upon semi-structured interviews with 30 senior executives and find that among morally aware executives moral dissonance and moral stress act as motivating mechanisms to engage in an ethical decision-making process. This is, however, moderated by overall decision-making process quality, the relational climate of the setting, and manager's job embeddedness. The second study investigates the specific impact of role identity saliency (total and (open full item for complete abstract)

Committee: Kalle Lyytinen (Committee Chair); Brad Owens (Committee Member); Shannon French (Committee Member); James Gaskin (Committee Member) Subjects: Ethics; Management; Sustainability

Master of Arts (M.A.), Xavier University, 2015, Psychology

The aim of this study was to examine the effect of anti-nepotism policies on perceptions of favoritism and intent to turnover. It was hypothesized that the presence of an anti-nepotism policy would result in lower intent to turnover after participants read a vignette describing being passed over for a promotion that went to a family member of the business owner. It was also hypothesized that the presence of an anti-nepotism policy would lead to lower perceived favoritism based on the vignette. Data were collected from a sample of 150 participants. Independent-samples t-tests were used to test both hypotheses. Neither yielded significant results, however the results have both theoretical and practical implications. Additionally this study yielded these interesting findings. Coming from a family that owns a business may affect perceptions of favoritism, but working for a family business or having personally been impacted by favoritism in the past did not significantly affect perceptions of favoritism. These implications are discussed, along with limitations and future research directions

Committee: Morell Mullins Ph.D. (Committee Chair) Subjects: Psychology