Doctor of Philosophy, Miami University, 2015, Educational Leadership

Skillful teachers are key to developing good schools. Because of this, understanding the school as a workplace is necessary to investigate why teachers leave and what encourages them to stay. The relationship between the principal, as the boss, and the teacher, as the employee, is one under-researched component of the school workplace which is important for developing a broad understanding of teacher turnover. This cross-sectional study uses a definition of principal mistreatment behaviors from the literature in the development of an original mixed method survey and a random sample of teachers from public schools in the State of Ohio to investigate how often principal mistreatment behaviors are experienced by a random sample of teachers in K-12 public schools. Mistreatment behaviors were paired with an opposite principal support behavior using Likert-style response options and were specifically focused on the 2012-2013 school year. Open-ended questions were included which asked for more general experience with principal mistreatment behaviors, effects on the teachers health, opinions about school culture and student bullying, and the effects of principal treatment behaviors on the teachers sense of efficacy and job satisfaction. The result of the study suggests that principal mistreatment and lack of support behaviors are widely experienced by teachers in the sample; however, these behaviors occur at a low frequency. Almost half of the teacher experienced severe level principal mistreatment behaviors, as defined by past research, during the school year. Mistreatment behaviors experienced by teachers resulted in a variety of teacher's health concerns. A majority of teachers considered the principal-teacher relationship as an important factor in their sense of efficacy and job satisfaction. It is recommended that the education of future teachers and principals include a model of administration leadership which is developed by actual teacher experience. Further researc (open full item for complete abstract)

Committee: Thomas Poetter (Committee Chair); William Boone (Committee Member); Kathleen Knight Abowitz (Committee Member); Andrew Saultz (Committee Member) Subjects: Educational Leadership; School Administration

Doctor of Philosophy, The Ohio State University, 2022, East Asian Languages and Literatures

Previous pedagogical research and field work demonstrate that neither academic programs nor employee training programs provides speakers of Japanese as a second/foreign language with adequate toolkit to meet the practical needs of potential employers and participate fully in the Japanese workplace. Even with advanced linguistic skills, non-Japanese professionals face a daunting cultural barrier that inhibits effective communication at work: their understanding and beliefs of “what it means to be a professional” are often incongruent with the intentions and expectations of their Japanese interlocutors. The pedagogical challenge lies in identifying and fostering employability skills that match up to the expectations for professionalism, building a professional persona, in Japanese business settings. This dissertation takes its inspiration from a sociolinguistic view of seeing language acquisition and socialization as an integrated process (Ochs 1996). Having a grasp of the essential sociopragmatic toolkits to engage in joint activities in a collaborative manner empowers non-native speakers to construct a viable persona in the target culture/language (C2L2), where they learn to become successful players thriving in the surrounding environment. In actuality, workplace communication is enormously facilitated by effective relationship management strategies. Under these circumstances, my goal is to reify the innerworkings of conversation through the lens of indexicality (or social deixis) and interpret their constitutive roles in facilitating a professional to convey a desirable impression, or persona of herself in others. This effort is spurred, in part, from the numerous questions about being recognized as a fully functioning professional for which I wish I knew the answers when I was a company employee in Japan in my early 20s. My central claim in this dissertation is that to achieve a general understanding of how we can construct a viable persona in the natural envir (open full item for complete abstract)

Committee: Mari Noda (Advisor); Charles Quinn (Committee Member); Galal Walker (Committee Member) Subjects: Business Education; Communication; Continuing Education; Curriculum Development; Foreign Language; Language; Multicultural Education; Pedagogy; Sociolinguistics

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2022, Organization Development

This study investigates how collective empathy forms, embeds, and sustains, and thus might be operationalized at [Healing Arts for Children], a small arts-focused nonprofit organization serving pediatric patients and their families. The twenty-year-old organization, in partnership with hospitals, facilitates art, music, and other creative expression activities to help reduce anxiety and encourage more positive healthcare experiences for the critically and chronically ill. The predominance of literature on empathy and its development in the workplace focuses on empathy at an individual level (specifically with leaders and staff) and empathic responses or expressions by individuals related to workplace performance. Despite a long history of studying empathy in the workplace, the constructs of individualized empathy are not universally defined and agreed upon, thereby creating significant variability in the possibility of sustainable and practical workplace application. There is little current research on empathy in the workplace that investigates the system-level application of empathy, which may be essential in determining how empathy forms, embeds, and sustains within an organization. Some research on the concept of “collective empathy” of individuals within a system exists, suggesting the possibility of operationalizing the construct. Yet, this literature appears to insufficiently address the collective empathy of a system and its influence on stakeholders and constituents, even though it suggests the possibility that collective empathy might have the power to improve culture and performance. The findings from this study build on and add to the limited empirical research on collective empathy by identifying likely conditions for how such empathy forms, embeds, and sustains within an organization. This study contributes to existing research by supporting how collective empathy forms and adds to that research by offering a perspective on the role of culture (open full item for complete abstract)

Committee: Deborah O'Neil Ph. D. (Committee Chair); Margaret Brooks Ph. D. (Committee Member); David Jamieson Ph.D. (Committee Member); David Saltzman Ph. D. (Committee Member) Subjects: Business Administration; Management; Organizational Behavior

Master of Fine Arts, Miami University, 2021, Art

Discrimination toward people of color has a deep-seated past in American culture and workplaces, resulting in racial inequality rooted in systemic racism. While it became illegal for employers to discriminate based on race, color, religion, sex, or national origin, some work environments evolved into covert racist practices. This research study explores ways to question institutional processes, systems, and programs to fight systemic racism within the workplace at Miami University. It looks to challenge racial majority employees to examine their privilege by addressing bias, unconscious bias, microaggression, and micro-inequities through modern diversity training techniques. This modern diversity, equity, and inclusion training includes intergroup dialogue, perspective-taking, and goal-setting insights personal reflection. Combining these techniques generates thought-provoking discussions that have the ability to produce personal growth, revising institutional practices, and perpetuate social movement. This study holds significant implications for modern workplace models that wish to create a culture of actionable allyship, address institutional racism, and reduce discrimination. By building empathy toward people of color, work environments can grow into being supportive and inclusive places of opportunities for all.

Committee: Zack Tucker (Advisor); Darryl Rice Dr. (Committee Member); Dennis Cheatham (Committee Member) Subjects: Communication; Design; Higher Education; Minority and Ethnic Groups; Personal Relationships

Ph.D., Antioch University, 2021, Leadership and Change

A growing body of research has shown the benefits of optimism on health, socioeconomic status, and at work. This two-phase mixed-method study revised and validated an instrument to measure an employee's personal experience with optimism in their workplace. This study also developed two additional scales to measure the degree to which individuals engage in optimistic leadership skills, and an organization's readiness to cultivate optimism. In Phase 1, 697 responses from an online survey were analyzed using exploratory and confirmatory factor analysis. Regression analysis indicated that an employee's personal experience of factors associated with optimism at work influenced their perception of their workplace's readiness to cultivate optimism. Regression analysis also indicated that an individual's personal tendency toward optimism influenced their personal experience with optimism at work. The study also validated the Maslach Burnout Inventory-General Survey and the Life Orientation Test-Revised for this study's sample. In Phase 2, the measures developed in Phase 1 were piloted with the 30-person office staff of a midwestern paper manufacturing company to provide feedback on the accuracy of the scales. The findings help to advance research on optimism at work and support future studies to explore more deeply the impact of optimism at 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 Ph.D. (Committee Chair); Carol Baron Ph.D. (Committee Member); Amy Climer Ph.D. (Committee Member) Subjects: Business Administration; Organization Theory; Organizational Behavior

Ph.D., Antioch University, 2017, Leadership and Change

Conventional forms of leadership that are prominent in organizational life today are seemingly antithetical to the landscape of our dynamic, global society. The continued focus on traditional hierarchies with leadership that functions in a “chain of command” manner begs the question of how organizations can reshape routines and relationships to reflect processes of inclusion and collaboration that have the capability of provoking progressive change in organizations. Diversity and Inclusion scholars have identified the newer construct of inclusive leadership as apt to advance climates and cultures of inclusion through social processes that encourage inclusive practices and behaviors. These fluid aspects of inclusive leadership strengthen how organizations foster the engagement of organizational members across groups, functions, and/or levels to stimulate change within work settings. While scholars have ascertained the necessity of expanding our knowledge of the inclusion construct by examining inclusion in more depth, inclusive leadership remains an anomaly as it positions leadership as a collective, social process. The complexities associated with research in this area were instrumental in my choice to pursue an exploratory critical (single) case study with grounded theory for this dissertation research to better understand the social processes associated with inclusive leadership within a contained work environment. This multiple method qualitative study utilized intensive interviewing, field observations, and document reviews to explore inclusive leadership in a K-12 school district. Thematic, content, and dimensional analyses elicited findings associated with human connection, change, and evolving contexts associated with inclusive systems. The overlapping case study and grounded theory findings served as the basis for the development of an inclusive leadership model. The research provided empirical evidence of inclusive leadership's effect on organizational clim (open full item for complete abstract)

Committee: Lize Booysen DBL (Committee Chair); Elizabeth Holloway Ph.D. (Committee Member); Harriet Schwartz Ph.D. (Committee Member); Placida Gallegos Ph.D. (Committee Member) Subjects: Business Administration; Cognitive Psychology; Communication; Education; Educational Leadership; Ethics; Multilingual Education; Organizational Behavior; Psychology; School Administration

Ph.D., Antioch University, 2017, Leadership and Change

Scholars have identified various reasons for the underrepresentation of women in the upper echelons of organizations. This study used grounded theory methodology enhanced by situational analysis to explore how American women at senior levels in large organizational contexts engage and negotiate the totality of their situation. Utilizing a predominately White, married, middle to upper class, heterosexual sample, this study sought to understand how women create and consign meaning around their experiences; how they experience the fluidity and boundaries of multiple identities; and how they experience the entanglement of macro, meso, and micro societal forces. It explores relationships among factors participants named as influential in experience in leading. Most importantly, this study sought to elevate not just one component as problematic, but to elucidate all interconnecting complexities that are problematic. Five key contexts were identified in the situational analysis as spaces of influence, related to the conditions of the dimensional analysis. Five emergent dimensions were rendered in the dimensional analysis: Growing in Leadership, Solving for Having It All; Stalking the Unknown, Leading in a Glass Box and Negotiating Equality. A grounded theory model was developed of the experience of women who lead, providing an interactive model of how women interpret and engage with the totality of their situation. Four theoretical propositions were extrapolated from the study. The study combined a commanding view of the situation in which women lead, with an interactive theoretical model, mapping places of entry toward resolution of gender leadership parity. This dissertation is available in open access at AURA, http://aura.antioch.edu/ and OhioLINK ETD Center, https://etd.ohiolink.edu

Committee: Elizabeth Holloway Ph.D. (Committee Chair); Lize Booysen DBL (Committee Member); Harriet Schwartz Ph.D. (Committee Member); Susan Adams Ph.D. (Other) Subjects: Business Community; Gender Studies; Organizational Behavior

Master of Arts (MA), Bowling Green State University, 2017, History

Tyson, Chick-fil-A, Walmart, and Hobby Lobby's presence within the faith-based business community is mostly thanks to corporate lineages that reached well into the previous century. Tyson was founded in 1935, Chick-fil-A in 1946, Walmart in 1962, and Hobby Lobby in 1972, each undergoing various business model and philosophical shifts along with their executives' changing understanding of Christian faith. This thesis analyzes these businesses through a series of case studies, highlighting various uniting themes in their corporate narratives, exploring the ways they interact with their customers and the cultures in which they flourish, while noting that there is a discernible, yet-unexplored gap between faith-based business and workplace spirituality. Ultimately, this thesis concludes that faith-based businesses choose to identify as such as an expression of belief in a Christian supernatural deity's influence in their careers rather than as a way of garnering specific markets or making a profit.

Committee: Scott Martin Ph.D. (Advisor); Amilcar Challú Ph.D. (Committee Member) Subjects: Agriculture; American History; American Studies; Animals; Audiology; Bible; Biblical Studies; Business Administration; Business Community; Business Costs; Divinity; Economic History; Economic Theory; Economics; Entrepreneurship; Finance; Food Science; History; Labor Economics; Labor Relations; Management; Marketing; Modern History; Religion; Religious History

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

The current study examined the effects of planning errors and organizational error management culture on occupational self-efficacy. A total of 223 participants were randomly assigned to one of four vignettes where they were asked to imagine themselves completing a project at a fictitious company. The vignettes were constructed using a 2 (planning error: present, not present) x 2 (error management culture: high, low) between subjects factorial design. In the planning error condition, the participant was described as making a planning error when completing the project, whereas in the no planning error condition, no error was made, and the project was completed on time. In the high error management culture condition, the company was described as being open to errors and emphasized communication and learning from errors, whereas in the low error management culture condition, the company was described as not being open to errors and penalized the participant if an error was made. After reading the scenario, the participants rated their level of occupational self-efficacy. Results showed a significant main effect of planning errors on occupational self-efficacy, such that occupational self- efficacy was lower in the planning errors condition than in the no planning errors condition. Future research should continue to explore additional consequences of planning errors and other errors in the workplace. Moreover, future research should further examine ways that organizations can reduce errors in their employees and ways to reduce the negative effects of the errors when they do occur.

Committee: Dalia Diab Ph.D. (Committee Chair); Morell Mullins Jr., Ph.D. (Committee Member); Mark Nagy Ph.D. (Committee Member) Subjects: Organizational Behavior; Psychology

Master of Arts (M.A.), University of Dayton, 2015, Communication

Workplace romances are becoming more prevalent in the workplace, resulting in the need for further exploration of the way in which management is responding to them. The purpose of this study is to examine workplace romance policies. To do so, a thematic content analysis was conducted. Nine categories were identified across 23 policies from various types and sizes of organizations. One of the most prominent findings was that many organizations are recommending employees communicate with their superiors in order to develop greater understanding of expectations. Results showed that consistency across organizations was lacking, suggesting need for further investigation into how policies are perceived by employees.

Committee: Jon Hess Dr. (Advisor); Kelly Vibber Dr. (Committee Member); Anna Langhorne Dr. (Committee Member) Subjects: Communication

PhD, University of Cincinnati, 2010, Arts and Sciences : Sociology

Very little is known about how flexible work policies affect the processes of work itself, yet many organizations resist flexible work arrangements due to operational concerns. This is occurring despite larger numbers of workers seeking flexibility at work. My dissertation examines how flexible work arrangements are designed and implemented, how work processes and job responsibilities are affected, and how workplace culture and structure shape these activities. I use a qualitative, grounded theory approach to conduct a case study of a large Midwestern U.S. workplace with a diverse hierarchy of jobs. Spatial analysis and semi-structured face-to-face interviews with both managers and non-managers in salary and hourly positions were used to gather data. Data analysis focused on identifying and examining themes and concepts indicative of the language and tools of flexible work arrangements and work process change associated with those arrangements. A focus on language allowed me to consider how respondents understood and talked about their workplace and flexibility, as well as work process and environmental changes made in the interest of flexibility. A focus on tools allowed me to consider structural and cultural mechanisms, both intended and unintended, that affected flexibility in the workplace. Findings provide insights into the practical aspects of flexible work arrangements and ways that workplace structure and culture can affect corporate organizations approaches to flexibility in ways that may not even be directly associated with flexible work arrangements in the minds of organizational members. I provide a snapshot of workplace structure and culture, discuss the state of flexible work arrangements at the organization, present structural and cultural factors that affect flexibility, outline tensions between what is seen as an optimal workplace versus a flexible workplace, and discuss ways that identity, place and process appear to shape all of these things. B (open full item for complete abstract)

Committee: Paula Dubeck PhD (Committee Chair); Rhys Williams PhD (Committee Member); David Maume PhD (Committee Member) Subjects: Organizational Behavior

Doctor of Philosophy, University of Toledo, 2001, Educational Administration and Supervision

Workplace humor has not been extensively explored in naturalistic settings to provide insight into organizational culture. The purpose of this study was to explore the role that humor plays in shaping organizational culture. A qualitative study using focus groups and participant observation was conducted to develop an analytic description of humorous interplay as it relates to such topics as identification and cohesion; influence, power and control; and conflict management. During the participant observation activities, workers of every hierarchical level were surreptitiously observed in small and large groups and their humorous interactions were documented. Focus group participants were randomly selected into one of five groups based on hierarchical level and job function. Participants were asked to share their perceptions, beliefs, and experiences related to workplace humor. The use of humor is purposeful and serves a number of psychological and social functions. Workers reported that they use humor mostly to reduce tension and stress; to entertain; to build rapport; to share positive feelings; and to illustrate a point. This was in contrast to what was observed: humor is often used to demean or insult others; to express superiority over others; and to transmit verbally aggressive messages. In some ways humor was created and experienced similarly by workers in all hierarchical levels, however, most of the time humor is perceived and experienced differently by workers in the various levels of the organization. Likewise, humor was often used to meet different goals depending on the rank of the worker. Many benefits to humor use were identified and few negative consequences. Humor serves to socialize workers to the beliefs, values, and rules of agency behavior, and once they have been socialized, it functions to maintain these norms. Humor is both a cultural artifact and a culture-encoder that is affected by and effects organizational structure and practices. Observi (open full item for complete abstract)

Committee: Jack Maynard (Advisor) Subjects: Education, Administration