Doctor of Philosophy (PhD), Wright State University, 2025, Human Factors and Industrial/Organizational Psychology PhD

With organizations operating in increasingly dynamic and competitive landscapes, organizations need to be able to get their employees to adapt to system-wide changes that are needed. However, research has suggested a 70% failure rate for organizational change initiatives (Hughes, 2011). Prior research has produced mixed research results when examining resistance and readiness to organizational change on either a single dimension (e.g., Kaplan, 1972) or two dimensions (e.g., Repovs, Drnovsek, & Kase, 2019). I extended prior research by examining resistance versus readiness as residing on a single continuum and whether effects on outcomes were moderated by change orientations. Research has suggested that active and passive change orientations reflect two distinct dimensions (e.g., Repovs, Drnovsek, & Kase, 2019). I used a 2 x 2 x 2 between-subjects design to examine whether change acceptance (resistance versus readiness) effects on outcomes (counterproductive work behavior [CWB], turnover intention, support for change, conformity) were moderated by change orientation (active versus passive) and whether the change acceptance and orientation effects differed depending on the order in which outcomes measures were obtained (CWB, turnover intention, support for change followed by conformity versus conformity followed by the other three measures). Results obtained from working adults (N = 256) supported predictions that change orientation had two dimensions. Also, results provided support for the predictions that change acceptance would affect CWB, turnover intention, and support for change for those assigned to the active change orientation condition. However, results failed to provide support for the prediction that change acceptance would affect conformity for those assigned to the passive change orientation condition. Moreover, results revealed unexpected effects for change acceptance for participants assigned to the passive orientation condition as well as more complex (open full item for complete abstract)

Doctor of Education (Ed.D.) in Organizational Leadership , Franklin University, 2025, International Institute for Innovative Instruction

This study examines the relationship between organizational culture, employee performance, and leadership styles, with a specific focus on minority women leaders in the workplace. Using a qualitative approach, the research employed an open-ended survey with Likert-scale items, to collect and analyze the data that were gathered. The study categorized leadership styles based on gender and minority status, exploring how these factors influence employee performance and job satisfaction. By addressing gaps in existing literature, this research identified unique leadership styles of minority women and other groups. Participants included leaders and employees from all demographic groups, including non-minority men, minority men, and non-minority women, to facilitate comparisons across leadership styles. A combination of snowball and convenience sampling yielded an initial sample size of 106, which was reduced to 86 participants after data were cleaned. Thematic findings show that while there is no difference in leadership styles based on demographics such as race and gender, these different groups have unique characteristics in the way they lead. Practical implications of the findings are discussed.

Ph.D., Antioch University, 2025, Antioch New England: Environmental Studies

This sequential explanatory mixed methods study explored the organizational resilience of food sovereignty organizations (FSOs) in the northeastern United States during the COVID-19 pandemic. Using a novel “open structural learning approach” that integrates structural contingency theory, open systems theory, and organizational learning theory, this research examined how FSOs' structural attributes, resource flows, and organizational culture shaped their ability to navigate crisis. The study engaged FSO leaders through surveys (n = 13) and in-depth interviews (n = 7), supplemented by archival data analysis, to explore factors that strengthened or diminished FSO resilience. Findings revealed that FSOs navigated COVID-19 with multiple concurrent crises, maintaining resilience through value-driven decision-making and strong relationships. While larger, older FSOs tended toward increased formalization, leaders balanced bureaucratic efficiency with collaborative culture to maintain their organizational identity and values. FSOs demonstrated adaptive capacity by expanding programming to meet increased community needs while managing emotional impacts on staff. A key learning was FSOs' ability to make rapid decisions while preserving democratic governance, challenging assumptions that collaborative decision-making impedes crisis response. FSO resilience emerged from the interplay between structural arrangements, resource flows, and organizational culture. The pandemic, while disruptive, also created unexpected opportunities for FSOs to expand community awareness and secure additional funding. Leaders described double-loop learning—questioning fundamental assumptions about organizational structure and nonprofit norms—as essential to maintaining mission alignment. This research contributes to the organizational resilience literature by providing the first known empirical study of FSO resilience while offering practical insights for organizational leaders navigating environment (open full item for complete abstract)

Ed.D., Antioch University, 2025, Education

While there is existing research surrounding the democratic potentials of the United States educational system and the vegan movement, two spaces of personal belonging for the author, there is a limited body of work discussing how these spaces may operate with specific characteristics that have been attributed to cult-like groups. Using Dr. Steven Hassan's BITE (Behavior, Information, Thought, and Emotional Control) Model of Cultic Influence, as well as the lens of critical pedagogy, this autoethnography explores possible authoritarian tendencies within the larger educational system and the vegan movement respectively. The purpose of this study is to delve into and reflect on the following questions: What are common elements of and within schooling that can be identified as authoritarian and thus resembling documented aspects of cultic groups, as defined by Hassan's BITE model of cultic groups? What are common elements of and within the vegan movement that can be identified as resembling documented aspects of cultic groups, as defined by Hassan's BITE model of cultic groups? How can I learn through this study to create greater space for critical “deprogramming” of normalized educational procedures within these areas of my work and life? This study creates space for critical deprogramming by exposing how systems such as schooling and the vegan movement may enforce conformity and suppress independent thought in order to achieve their goals. Through Hassan's BITE model, I reveal the subtle mechanisms by which these systems at times regulate behavior, information, thought, and emotions to maintain control. The findings of the study further confirm that the road towards change will be tough, because so many are conditioned to prescribe to the current system. However, it is not an impossible feat to combat; it requires a heavy upheaval towards the road to change. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Cent (open full item for complete abstract)

Doctor of Education, Ashland University, 2024, College of Education

In today's global business environment, workforce diversity presents both opportunities and challenges for leaders seeking to maintain competitiveness. This study, titled "Leading Change Processes in Multicultural Organizations," examines the strategies managers employ to enhance multicultural collaboration and effectiveness. Emphasizing that multiculturalism is vital for fostering innovation and agility, the research explores how leaders navigate the complexities of change in diverse settings. This qualitative study addresses three key issues: leaders' perspectives on multiculturalism, leaders' views on change processes, and the interplay between the change processes and multiculturalism. Insights from managers across various cultural backgrounds highlight the importance of soft skills, such as diversity awareness and effective communication, in leading heterogenous teams. The findings indicate an urgent need for a new multicultural paradigm that prioritizes collaborative leadership competencies and strategic planning to meet the demands of a global market. This research bridges the gap between change processes and multiculturalism, offering valuable insights for executives and managers seeking innovative strategies for leading change in diverse organizational contexts.

Doctor of Education , University of Dayton, 2025, Educational Administration

This study explores the concept of a “prepared” citizen in the context of high school education, focusing on how Mountain View Public Schools (MVPS) can assess and align their curriculum with community expectations of graduates. The research aims to define what it means to be a “prepared” citizen, drawing on qualitative data from interviews. Stakeholders from various community sectors, including school leadership, local businesses, post-secondary schools, and law enforcement will contribute to this definition. The study seeks to bridge the gap between academic success (e.g., graduation rates) and broader community goals by identifying behavioral indicators of prepared citizens and methods for measuring them. The findings will help MVPS evaluate and enhance the effectiveness of their vision statements.

Doctor of Business Administration (D.B.A.), Franklin University, 2025, Business Administration

This mixed methods sequential explanatory study aimed to examine the relationship between diversity climate and thriving at work for employees of organizations in the United States finance and insurance sector. The focus of the quantitative phase was determining if a positive relationship existed between diversity climate and thriving at work. The qualitative phase further explored how individuals experienced this relationship. The research showed a statistically significant positive relationship (r = 0.5432, p < 0.0001) between diversity climate and thriving at work and between the diversity climate facets of intention, programming, and praxis and thriving at work (r-values ranging from 0.3736 to 0.5701, p<0.0001). The qualitative study yielded core themes of workplace diversity as a source of vitality and learning and a visible indicator of diversity climate, the importance of company pro-diversity actions, and the impact of leadership support and positive interactions with diverse employees. Based on these positive results and the demonstrated relationship between these two constructs, human resources and diversity management practitioners could focus on diversity climate items to increase the likelihood of diverse employees experiencing thriving at work.

Doctor of Philosophy, Case Western Reserve University, 2025, Management

Understanding how change professionals cope with the complexities of change while maintaining high levels of engagement and the desire to stay in their role may help us move closer to understanding successful project outcomes. Managing turnover on project teams can be difficult due to the many variables influencing an employee's intention to stay in their role; therefore, this study will be useful for all individuals in the organizational change universe. In this three-part study, Studies 1 and 2 examine emotional reactions to organizational change at the individual level, while Study 3 adds a relational climate to shift the focus to a team-level inquiry. The overarching research question for this work is: What are the key variables and causal relationships that contribute to a project's success and change professionals' turnover intent? In my qualitative study, How Emotional Reactions to Change Efforts Influence Perceptions of Project Outcomes, change professionals' attitudinal perceptions of successful and non-successful projects Bell (2023) provided the key constructs I examined in the following two studies. To gain insights into the effects and outcomes of key interdependencies (Van de Ven, 2007), I opted to include both social entities (Tsoukas & Chia, 2002) and social processes in my hypothesized model (Rescher, 2020). My key constructs included stress experiences, renewal, likelihood of project success, relational climate, and turnover intent. Study 2 confirmed the relationship between job stress and turnover intent. It supports the claim that renewal activities reduce turnover intent, even when moderated by events linked to the likelihood of project success. First, I found that stress experiences are positively associated with turnover intent β = .287, p = .05. Secondly, my hypothesized relationship between renewal activities and turnover intent was supported. Research on the neurological impact of renewal activities corroborates my finding regarding t (open full item for complete abstract)

Doctor of Philosophy, Case Western Reserve University, 2025, Management

As organizations navigate polarized perspectives on diversity, equity, and inclusion (DEI), understanding the interplay between DEI climate, trust, leadership behaviors, and key organizational outcomes has never been more critical. Through a mixed-methods exploratory sequential design, this research examines how leadership behaviors, trust, and DEI climate impact career advancement satisfaction and turnover intentions, particularly for underrepresented groups. The findings provide actionable insights for CEOs and executives tasked with aligning these constructs with measurable business results. This research explored the dynamics of trust, DEI climate, and leadership behaviors in shaping career advancement satisfaction and turnover intentions through a mixed-methods approach comprising three studies: one qualitative and two quantitative. The first study involved semi-structured interviews with 30 African American and Caucasian executives from diverse industries across the United States. These interviews revealed that trust plays a pivotal role in accessing leadership opportunities and navigating systemic barriers. Analysis of participants' experiences highlighted trust as a key differentiator in career trajectories, particularly for African Americans, who emphasized its importance in overcoming challenges related to representation and systemic inequities. Building on these qualitative insights, the second study analyzed survey responses from 692 professionals currently working across the United States. This quantitative phase revealed that while DEI climate is often associated with positive organizational outcomes, its effect on reducing turnover intentions was inconsistent. These findings prompted a deeper examination in the third study, which also used the sample of 692 professionals. The third study found that race moderated the relationship between DEI climate and turnover intentions, with Black employees showing a significantly stronger connection between (open full item for complete abstract)

Doctor of Philosophy, Case Western Reserve University, 2025, Management

As organizations grow more diverse, the challenge of creating truly inclusive workplaces remains. Many struggle to implement inclusion practices that meaningfully impact employee experiences, often relying on one-size-fits-all approaches that overlook the varied needs of their workforce. However, fostering a genuinely inclusive environment requires moving beyond uniform strategies to embrace personalized approaches that recognize individual and demographic differences in workplace experiences. This dissertation introduces the Personalized Inclusive Leadership and Organizational Climate (PILOC) framework, integrating inclusive leadership, organizational diversity and inclusion climate (ODIC), and personalization strategies to enhance workplace inclusion, employee engagement, and retention. Through a four-study mixed-methods design, this research explores the mechanisms that drive workplace inclusion and the differential impact of inclusive leadership and ODIC across diverse employee groups. Study 1 qualitatively identifies three key drivers of effective inclusion practices, highlighting inclusive leadership, a positive D&I climate, and the use of personalization tactics as critical components. Study 2 quantitatively validates these relationships, demonstrating that inclusive leadership mediates the link between ODIC and workplace outcomes, with both factors significantly enhancing inclusion perceptions. Additionally, inclusive leadership and ODIC both directly lead to greater retention and engagement, underscoring their distinct and complementary roles in shaping employee experiences. Study 3 builds on the findings of the first two studies by exploring how the intersection of race and gender shapes the impact of ODIC and inclusive leadership on key employee outcomes. This study examines personalization by identifying how these factors interact uniquely across demographic groups, influencing workplace inclusion, engagement, and retention in distinct ways. (open full item for complete abstract)

Doctor of Education (EdD), Wright State University, 2025, Leadership Studies

This study examined how leadership styles (transformational and servant) influence change readiness within U.S. military support organizations, with a focus on whether leader-member exchange, or supervisor-employee relationship, and public service motivation of the employee mediate those leadership effects. By analyzing how these factors interact, this study sought to identify strategies for fostering higher levels of organizational change readiness in complex, bureaucratic settings. Using a quantitative survey design, data were collected from civilian and uniformed members (N = 366) of a military support organization. Validated scales measured transformational and servant leadership behaviors, supervisor-employee quality, public service motivation, and change readiness. Structural equation modeling was employed to assess both direct and indirect effects among these constructs, providing insight into the relationships and the overall model fit. Findings indicate that leadership style exhibits significant direct effects on change readiness. Moreover, the supervisor-employee relationship and public service motivation of the employee function as key mediators in this relationship, suggesting that strong public service values enhance employees' willingness and perceived capability to implement change. The final model accounted for nearly half of the variance in change readiness, highlighting the pivotal role of leadership style in shaping employee attitudes toward new initiatives. The study's results showed that the combined effect of supervisor leadership styles, supervisor-employee relationship, and public service motivation of the employee explained 49% of the variance in the change readiness of the employee. These results underscore the importance of cultivating transformational or servant leadership practices alongside high-quality supervisor-employee relationships and service-focused motivations. Organizations seeking to navigate frequent or large-scale cha (open full item for complete abstract)

Doctor of Education , University of Dayton, 2025, Educational Administration

This dissertation explores the factors influencing the retention of Black women under 40 in a historically Black nonprofit organization. Using a qualitative approach, surveys were conducted with current members to identify the organizational, social, and personal dynamics that contribute to the organization's continued motivation and engagement. The study examines themes such as inclusion, motivation, engagement, and background within the organization. Findings highlight sisterhood, internal values, dedication and the organization's mission statement, offering insights into how historically Black nonprofits can better support and retain this critical demographic, fostering a more inclusive environment. This research aims to inform retention strategies that address both individual aspirations and organizational needs.

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2025, Organization Development

This study investigates the mechanisms that shape interprofessional team learning in complex healthcare environments. Qualitative analysis revealed five key mechanisms central to the team learning process: communication, interactions, decision-making, leadership, and coaching. These themes build upon foundational constructs from the literature, including systems thinking, growth mindset, situated learning, sensemaking, diversity, and power dynamics. Findings from this research informed the development of the DYNAMIC Teaming model, a cohesive framework for understanding how interprofessional teams learn, adapt, and perform. This model highlights how dialogue and decision-making foster shared understanding, which yields growth and networked knowledge. These networks, grounded in accountability and supported by modeling coaching skillsets, create a foundation for impactful inclusive participation and collaborative interprofessional team learning. By integrating theoretical constructs with grounded insights, this study offers practical implications for advancing interprofessional education and improving team effectiveness in complex healthcare settings (Barr et al., 2008).

Doctor of Philosophy, Case Western Reserve University, 2025, Management

Leadership in the National Football League (NFL) is more than a role; it is a dynamic and evolving process shaped by continuous learning, nimble adaptation, and personal growth. This dissertation explores leadership development within the National Football League (NFL), one of the world's most visible and influential global sports leagues. We look to examine how systemic factors, personal vision, mentorship, and education converge to shape key leadership outcomes. By focusing on the career trajectories of former NFL players, this research investigates the relationship between organizational strategies and players' individual post-career aspirations in cultivating leadership effectiveness and career satisfaction. At the heart of this examination lies the question: How do organizational strategies, personal vision, and relational dynamics—including mentorship, education, and ideal-self alignment—drive leadership development and enhance career satisfaction and work engagement for NFL players? This central question is addressed through three interconnected studies illuminating the multifaceted dynamics of leadership development and NFL player career transitions. The first study examines the systemic facilitators of leadership development within NFL organizations, addressing the question: How do organizations in the National Football League facilitate the development of more effective leadership development concepts and practices? Through an exploration of organizational culture, servant leadership (Greenleaf, 1977), and talent development frameworks (Goleman, 1995), this study identifies the critical role of meaningful & developed relationships, inclusive strategies, and sustained investment in leadership growth. The findings reveal that fostering trust and collaboration within organizations extends beyond individual players, shaping professional sports' broader economic and social impact (Schein, 2010). Transitioning into the following study, the focus shifts to form (open full item for complete abstract)

Master of Science (M.S.), Xavier University, 0, Psychology

The current study examined the relationship between future time perspective (FTP) and two organizational outcomes: work engagement and burnout. Considering the emotional components of FTP, work engagement, and burnout, the current study also explored affect as a potential moderator of the FTP-work engagement and FTP-burnout relationships. A total of 155 participants were recruited through Amazon's Mechanical Turk to respond to a brief survey measuring FTP, work engagement, burnout, and affect. After data cleaning, 97 responses were retained. Simple linear regression analyses revealed FTP (a focus on opportunities) was positively related to work engagement and negatively related to burnout. Additionally, FTP (focus on limitations) was positively related to burnout. Hierarchical regression analyses revealed that positive affect moderated the relationship between FTP (focus on opportunities) and work engagement, such that low levels of positive affect strengthened the relationship between a focus on opportunities and work engagement. Directions for future research and practical implications of these findings are discussed.

Ed.D., Antioch University, 2025, Education

The persistent health disparities faced by Black, Indigenous, and People of Color (BIPOC) in the United States are deeply rooted in systemic racism embedded within medical education and clinical practice. Historical acceptance of racial supremacy in the United States has shaped both the foundations and continued practices of medical education, leading to entrenched biases that affect healthcare delivery and patient outcomes. This dissertation critically examines the intersection of race, education, and health by analyzing how historical and contemporary understandings of race and ethnicity shape medical curricula, healthcare practices, and patient care. Through the integration of Critical Race Theory (CRT), Social Cognitive Theory (SCT), and ScT, this study deconstructs racialized knowledge systems in medicine and examines their impact on health equity. CRT provides a lens to analyze how systemic racism is embedded within medical education and practice, illuminating the ways racial bias is institutionalized and perpetuated in healthcare structures. SCT contributes by exploring how individuals internalize societal norms and beliefs, which influence the attitudes and behaviors of both medical practitioners and patients. Finally, ScT emphasizes the role of social networks and relationships, highlighting how disparities in access to healthcare resources and support systems affect health outcomes in marginalized communities. Together, these theories offer a comprehensive framework for understanding the layered and interconnected influences of race, education, and healthcare, guiding the study's aim to challenge and dismantle biased practices within medical training and clinical care. Chapters I and II introduce the research problem and establish a comprehensive foundation, outlining key theoretical frameworks—CRT, SCT, and ScT—while exploring the historical roots of racialized practices in medicine, including the legacy of unethical experimentation and the Flexner Report (open full item for complete abstract)

Master of Science, The Ohio State University, 2025, Agricultural Communication, Education and Leadership

County-based support staff professionals are a vital component in the overall function and success of local county Extension offices in Ohio and have seen an elevated rate of turnover in the last several years. Limiting instances of turnover and effectively retaining employees is an important focus for any business or organization, as a high level of turnover is costly to the organization both financially and relationally. Issues of employee turnover and retention have been a challenge for organizations across the Cooperative Extension System for decades. (McCracken et al., 1984; Vines et al., 2018). There currently is limited knowledge about the contributing factors to retention and turnover for county-based support staff professionals, as nearly all the research focused on turnover of Extension employees has focused on educators/agents, not support staff. Job responsibilities for these two groups are different, as typical job responsibilities for county-based support staff professionals include answering and facilitating clientele questions, completing fiscal and clerical support for the office, and supporting program staff efforts through maintaining records and databases. Since 2018, 115 county-based support staff professionals in Ohio State University (OSU) Extension have voluntarily vacated their position, which impacted 62 of 88 (70.5%) of county OSU Extension offices. This descriptive and correlational study explored the experience of two retention variables – job embeddedness and intent to stay – for county-based support staff professionals in OSU Extension. Job embeddedness theory examines both on-the-job (organizational) and off-the-job (community) factors across the domains of links, fit, and sacrifice that cumulatively affect an individual's retention (Mitchell et al., 2001). Intent to stay is a self-reported expression of the likelihood an individual will remain in their current position (Mayfield & Mayfield, 2011). Specific objectives included: (1) (open full item for complete abstract)

Master of Arts (MA), Bowling Green State University, 2025, Psychology/Industrial-Organizational

As a newly defined construct, self-sacrifice at work is a set of behaviors that are voluntary, intended to benefit a referent other, and require an individual to endure subjective loss from the action. Taking a qualitative approach, this research is the first investigation of behaviors that might fall under this definition and motivations for self-sacrifice at work. I use critical incidents technique and thematic analysis to identify key qualities of these behaviors and motivations and quantitatively assess self-reported motivations. Behavioral themes suggest that behaviors that are extra-role in nature were the most common. Additionally, I found that motivation may be complex and ranges from self-interest to a general desire to help. Recommendations for future research include potential adaptations to the previously proposed motivational framework and a need to differentiate self-sacrifice at work from other constructs such as prosocial behavior, organizational citizenship behavior, and altruism. Future research is also needed to examine self-sacrifice at work's broader nomological network.

Ph.D., Antioch University, 2025, Leadership and Change

The purpose of this dissertation was to investigate the lived experience of mid-level student affairs leaders who identify as cisgender, gay, White, and male in order to further understand the multidimensionality of embodying both privileged as well as marginalized identities. Four participants were interviewed using a semi-structured interview guide and the resulting transcripts were analyzed utilizing the Interpretative Phenomenological Analysis (IPA) perspective. Experiential themes that emerged from the analysis of the individual cases as well as across the cases include unintended pathways into the field of student affairs, experiences of challenging heterosexual male supervisors and the preference for women supervisors, experiences of bias, strategies utilized to navigate privileged identities, and the role that the COVID-19 pandemic had on prioritizing the pursuit of life-work balance. Overarching themes of the tension between the values and expectations of student affairs and the pursuit of work life balance as well as the complexity of navigating the multidimensionality of privileged and oppressed identities are discussed. Unanticipated findings include the level of variation in the salience of the participants gay identity as well as the scarceness of reference to masculinity. Implications for leadership, the scope of the study, and areas for further research are also discussed. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Ph.D., Antioch University, 2025, Leadership and Change

Domestic violence profoundly affects multiple facets of a survivor's life. While most existing literature on survivorship addresses the immediate aftermath of domestic violence, this study delves into the extended process following the trauma of abuse to attain “thrivership,” a new concept in the scholarly and practice literature that emphasizes enduring well-being and flourishing. This dissertation examines the journeys from surviving to thriving for 13 women who transformed themselves and their lives to achieve well-being after traumatic domestic violence. Bronfenbrenner's ecological systems theory was applied to examine the multiple layers of environmental influences on an individual's development, including the micro, meso, and macro systems. This framework provides a tool for a comprehensive understanding of how factors interact within and between different levels of a survivor's environment that can impact their journey towards thrivership. Employing a qualitative phenomenological approach with a novel analysis technique called exploratory situational thematic analysis, this study explored the essential, interconnected elements at the micro, meso, and macro levels that facilitated thriving for survivors of domestic violence. Incorporating Tedeschi's concept of post-traumatic growth, the study emphasized the positive psychological changes that can occur as a result of struggling with and overcoming highly challenging life circumstances. This perspective on post-traumatic growth highlights the potential for survivors to develop new understandings of themselves, others, and the world around them, leading to a more prosperous and meaningful life. By investigating the process of becoming a thriver after experiencing domestic violence, this research underscores the pivotal role of post-traumatic growth and the long-term nature of the process in survivorship. The findings point to the need for comprehensive, trauma-informed, (open full item for complete abstract)