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

This research study investigates the societal and organizational perceptions of social roles in the workplace and contrasts them with the participants' professional experiences. The American Council on Education's (ACE) Center for Policy Research and Strategy (CPRS) “The American College President” 2023 study confirmed that males continue to out-represent females in executive leadership in higher education by a rate of two to one. A qualitative study was conducted using an open-ended cross-sectional survey administered to executive-level leaders who participated in the Ohio Association of Community Colleges (OACC) Executive Leadership Academy. Respondents identified four key leadership characteristics essential for advancement in community college higher education in Ohio: Communication, Data-driven decision-making, adaptability/flexibility, and collaboration. Respondents also identified personality traits, leadership styles, and management techniques hindering advancement. Respondents identified high and low-importance factors and shared their experiences with mentors and gender dynamics in the workplace. The results provide a practical pathway to leadership in community colleges in Ohio, inform organizational leadership practices, demonstrate a continued need for gendered leadership research, and provide a “playbook” of characteristics and best practices that can be used as a foundation for continued research.

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

The exodus of tenured leaders in nonprofit organizations facing retirement creates an opportunity for new and emerging leaders to fill the executive leadership seat. This qualitative narrative inquiry study explored succession planning practices in nonprofit human service organizations focusing on executive leadership development of potential internal successors. The intention was to bring to the attention of executive leadership in nonprofit human service organizations the need to prioritize succession planning by preparing internal emerging leaders to ensure leadership continuity. Eleven chief executive officers from a national disability organization with chapter member organizations across the United States were interviewed for the study. Narrative inquiry allowed individual career experiences and personal perceptions of succession planning preparedness and staff development from the participants in their voice. The theoretical framework that guided the study was based on Barney's (1991) Resource-Based Theory. Data was collected through transcriptions and researcher notes and analyzed through a thematic analysis process involving examining the collected data, assigning codes, developing themes, and reporting findings. Two significant findings from the participant interviews were: (1) Although few organizations sampled have a succession plan, succession planning is perceived as an essential part of organizational strategic planning, and (2) Participants sampled emphasized that leadership development is necessary to prepare future leaders. The study suggests practical implications for implementing a leadership continuity plan that benefits nonprofit human service organizations and their emerging leaders.

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

This dissertation examines the impact of inadequate water and electricity supply on Foreign Direct Investment (FDI) in The Gambia. The research highlights how the scarcity and unreliability of these essential utilities significantly deter foreign investment, particularly in key economic sectors such as manufacturing, agriculture, and tourism. In-depth interviews with government officials and foreign direct investors were conducted qualitatively to assess the direct impacts of such utility shortages on businesses' functionality and investment decisions. These findings show that not only does unreliable utility increase operational costs, but it is also positively related to perceived risk and instability by potential investors. It also points to the critical linkage between sustainable infrastructure development and economic growth, necessitating renewable energy solutions that assure utility reliability improvements and further attract environmentally sensitive investors. Additionally, the study contributes to the existing literature by highlighting gaps in previous research, particularly the importance of infrastructure reliability as a critical driver of FDI, alongside traditional factors like political stability and market size. The report further informs policymakers with practical recommendations, including holistic regulatory reforms in technology upgrades and regional cooperation that build better utility infrastructure for the country. Therefore, The Gambia needs to make up for such deficiencies with more amiable environments for FDI if the country is to achieve long-term economic growth and development. This study points out that addressing utility infrastructure challenges is crucial for attracting foreign investment and imperative for achieving sustainable and inclusive economic growth in The Gambia.

PhD, University of Cincinnati, 2024, Business: Business Administration

Personal values inform our choices and behavior, yet their influence on managerial behavior and firm outcomes is not fully understood. In my dissertation, I explore how managerial values shape firm outcomes and TMT composition. In the first essay, I develop a theoretical framework that explains how values inform the valence attributed to a particular choice, shaping its (un)attractiveness, and consequent enactment. In the second essay, I empirically investigate the implication of CEO priority for conservation on wealth creation and wealth protection pathways of a firm. I suggest that the priority for conservation creates a tension in the optimization of these two objectives. I argue and find evidence that this value priority inclines people towards risk aversion and consequently reduces incidences of wealth destruction through financial misconduct, but also limits a firm's wealth creation through innovation. In the third essay, I explore how CEO priority for conservation impacts a firm's TMT composition. I suggest that conservation value orients people towards the preservation of traditional gender role responsibilities. This impacts their perception of women in leadership, resulting in an (un)conscious exclusion of women from leadership positions. Furthermore, the disinclination towards change by such CEOs limits their willingness to embrace changes to these traditional gender role prescriptions, leading to limited female representation in their TMTs.

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.

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

This dissertation explores the persistent gender gap in partnerships at Big Four public accounting firms, employing a mixed-methods approach to examine both individual experiences and career trajectories. Despite women entering the profession at equal rates to men, only about 23% of partners are women. This study aims to understand why this disparity persists and how career paths influence partnership attainment. Study 1 utilized qualitative interviews with 11 female advisory partners to investigate their lived experiences in reaching partnership. Findings revealed a common internal mental model for evaluating the partnership career path, consisting of three iterative phases: partner inquiry, developing partner behaviors, and solidifying a partner identity. This process highlights the importance of personal reflection and identity development in pursuing partnership. Study 2 employed Optimal Matching Analysis to quantitatively examine the career trajectories of 312 partners (159 women, 153 men) across audit, tax, and consulting functions. Results showed no significant gender differences in time to partnership or career transitions. However, distinct patterns emerged among business units, with audit and tax partners typically achieving partnership faster than consulting partners. Notably, only about 40% of partners followed traditional linear career paths within their initial function. The integrated analysis of these findings revealed a complex interplay between individual mindsets and organizational structures in shaping the path to partnership. Key elements include early career goals, professional socialization, self-managed career progression moderated by sponsorship, and making a strong business case for partnership. This analysis highlighted that while women and men who make partner do so in similar timeframes, the journey to partnership involves navigating psychological transitions, organizational changes, and social dynamics that (open full item for complete abstract)

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

This qualitative exploratory case aimed to understand what businesses do when faced with economic conditions developed through a sports strike. The study delves into the strategies employed by successful hospitality business owners to navigate sports labor negotiation experiences. The researcher seeks to understand how these experienced small business owners have managed to survive and thrive despite the economic upheavals caused by work stoppages in sports. The key to this adaptation lies in neighborhood adaptability, economic impact, cultural framework structures, and contingency thinking using the theoretical aspects of Servant Leadership when economic development can disrupt typical economic activities. This study and its voice could contribute to the next time a sports labor negotiation impacts a city district's economic system or any economic system where an indirect business component is suddenly stopped or taken away. This research was a collective effort, not just about sports labor negotiations and seasonal expectations, but for hospitality leaders in the business industry, empowering them to face future challenges. Three category themes emerged from twelve semi-structured interviews: (1) Change in Operations, (2) Employee and Staff Developments, and (3) Patron Experience, which helped develop 12 sub-themes assist as a road map to adaptability in the change in a business culture or economic ecosystem. There were recommendations to move forward with another indirect area outside sports, such as travel or city development. Another identified research potential by opening the participation area or demographics from a neighborhood to a city or region.

Ph.D., Antioch University, 2024, Leadership and Change

This study investigated perceptions about the correlation between the college people attend and long-term happiness. Its inquiry into whether college graduates believe where they go to college affects the chance for long-term happiness is a response to the growing concerns of high school students who are anxious about acceptance into an elite undergraduate college. There is substantial literature demonstrating that graduates of elite schools earn more money and professional success than graduates of standard schools (Rumberger & Thomas, 1993). At the same time, there is evidence that individuals who attend a lower tier school while having similar characteristics to those who qualify for a top school are often as successful and prosperous as are their top-school counterparts (Dale & Krueger, 2011). This study addresses a gap in the existing literature about perceptions of the correlation between the college a person attends and his or her long-term happiness. The data indicates more than one-third of well-off participants in surveys report below-average levels of happiness (Pavot & Diener, 2013). Using a ranking system with four tiers of colleges based on admission rates, an anonymous survey with a seven-point Likert scale and an open-ended question was sent to a class of successful people (community college presidents) to determine respondents' perceptions of the correlation between the college they attended and their long-term happiness. The findings of the survey were clear. Seventy-three percent of respondents indicated that attending Tier 1 and 2 schools has no correlation to long-term happiness. Additionally, the survey results indicate that there is no tier of college attended that diminishes the chance for lifelong happiness. The significance of this study lies in gaining a greater understanding of the importance of the tier of college one attends and in providing the basis for future investigations into the value proposition of higher tier colleges. This dis (open full item for complete abstract)

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

This dissertation is a quantitative research study designed to investigate the influence of articulation agreements on completion of a baccalaureate degree by community college transfer students holding an associate degree. The research study examined the relationship between four variables (age, gender, associate degree completion, and transfer student type) based on an articulation agreement with the originating school. The use of quantitative research methods, particularly logistic regression, chi-squared analyses, and Fisher's Exact Test examined the relationships between variables seeking effect of articulation agreements based on the Theory of planned behavior, expectancy-value theory, social cognitive theory, and achievement goal theory regarding student expectations for bachelor's degree completion. The research study did not find a statistically significant correlation between articulated status of transfer students, age, or gender and bachelor's degree completion. A positive correlation between associate degree completion and bachelor's degree completion was found for these students at the target institution. Students with an associate degree had 1.94 times higher odds of completing the bachelors' degree.

Bachelor of Business Administration (BBA), Ohio University, 2024, Business Administration

The purpose of this research is to examine the existing cyberharassment laws around the world and identify common themes that can enhance protections for the more than 50% of American adults who have experienced cyberharassment in their lifetimes. Dealing with the practical limitations of examining every country's law and the intent to benefit Americans, this qualitative analysis dissects the cyberharassment laws of two countries from each continent selected using criteria that allow for cross-examination with U.S. cyberharassment laws. The criteria used for selection incorporate population, power, influence, and unique regulatory factors not currently present in other countries. Through the evaluation of scholarly research and existing cyberharassment legislation, the coding system used in this analysis grew to include four categories of codes: Initiation, Factors Required by Law, Penalties, and Cyber-specific. By exploring these various approaches to solving the crisis of cyberharassment, this study works to explore additional considerations for online platforms that may revolutionize the way Americans interact with social media and ever-advancing technology. Included in this discussion are the unique factors that the United States specifically must consider when attempting to address cybercrimes like cyberharassment, including the First Amendment and American judiciary, corporate sovereignty, and cyber liberties, among others.

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

In most higher education institutions, White men and women have dominated senior academic positions and are viewed as more capable of serving as senior administrators than women of color. In comparison, the number of women of color leaders in predominantly White institutions is lower than in historically Black colleges and universities. For instance, women of color occupy 6% of executive roles at predominantly White institutions compared to 30% of White women leaders in the same institutions. These statistics, while disheartening, underscore the remarkable resilience and unwavering determination of women of color who continue to strive for these roles. The study involved a comprehensive review of the current literature to understand the research problem. A generic qualitative approach was conducted to gather data from 11 C-suite leaders at higher education institutions (HEIs). Data were collected via unstructured, open-ended interview questions and examined to provide six significant themes. The findings revealed that women of color aspire to be seen and heard as professional women and utilize successful strategies to maintain their roles. However, the persistent male and White women predominance in these positions is likely responsible for the underrepresentation of women of color in C-suite leadership roles at HEIs. The findings also proposed strategies for women of color to utilize in C-suite leadership roles at HEIs.

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

Using a quantitative, non-experimental design, this study analyzed the relationships between the degree of virtuality (i.e., for virtual, hybrid, and colocated employees), tools and techniques of leader communication, and employee perceptions of leadership effectiveness among full-time, currently employed faculty at an American university's campus in Singapore. A Generalized Linear Model (GLM) regression analysis was used to explain and predict the extent to which specific factors of communication (frequency, predictability, responsiveness, clarity, and mode) lessen or strengthen the relationship between the degree of virtuality and employee ratings (i.e., perceptions) of leadership effectiveness. A second GLM regression analysis was performed to explain and predict the extent to which the degree of virtuality attenuates or strengthens the relationship between factors of communication and perceptions of leadership effectiveness. For the first analysis, the overall model showed that communication tools and techniques moderate the relationship between virtuality and employee ratings of leadership effectiveness. The second model could not support virtuality moderating the relationship between communication tools and techniques and employee ratings of leadership effectiveness. In both analyses, only the communication tools and techniques variable was significant in model fit tests. A one-way ANOVA was also performed to identify whether there was a significant difference in perceptions of leadership effectiveness between virtual, hybrid, and colocated employees. No significant difference could be identified in part due to the sample size of virtual employees being inadequate to produce meaningful results. Nonetheless, the overall results of this study support communication tools and techniques being significantly correlated with employee ratings of leadership effectiveness. This has implications for how leaders lead in virtual, hybrid, and colocated contexts with an (open full item for complete abstract)

PhD, University of Cincinnati, 2024, Business: Business Administration

In Essay I, we develop a unified model diagnostics framework for generalized linear regression and beyond. Model diagnostics is an indispensable component in regression analysis, yet it has not been well addressed in generalized linear models (GLMs). When outcome data are discrete, classical Pearson and deviance residuals have limited utility in generating diagnostic insights. This paper establishes a novel diagnostic framework for GLMs and their extensions. Unlike the convention of using a point statistic as a residual, we propose to use a function as a vehicle to retain residual information. In the presence of data discreteness, we show that such a functional residual is appropriate for summarizing the residual randomness that cannot be captured by the structural part of the model. We establish its theoretical properties, which lead to the innovation of new diagnostic tools including the functional-residual-vs-covariate plot and Function-to-Function plot (similar to a Quantile-Quantile plot). Our numerical studies demonstrate that the use of these tools can reveal a variety of model misspecifications, such as not properly including a higher-order term, an explanatory variable, an interaction effect, a dispersion parameter, or a zero-inflation component. As a general notion, the functional residual considerably broadens the diagnostic scope as it applies to GLMs for binary, ordinal, and count data as well as semiparametric models (e.g., generalized additive models), all in a unified framework. Its functional form provides a way to unify point residuals such as Liu-Zhang's surrogate residual and Li-Shepherd's probability-scale residual. As its graphical outputs can be interpreted in a similar way to those for linear models, our framework also unifies diagnostic interpretation for discrete data and continuous data. In Essay II, we provide a new angle on procedural fairness by providing a novel model diagnostic tool for frequency-severity models. Fairness and (open full item for complete abstract)

PhD, University of Cincinnati, 2024, Business: Business Administration

Personal values inform our choices and behavior, yet their influence on managerial behavior and firm outcomes is not fully understood. In my dissertation, I explore how managerial values shape firm outcomes and TMT composition. In the first essay, I develop a theoretical framework that explains how values inform the valence attributed to a particular choice, shaping its (un)attractiveness, and consequent enactment. In the second essay, I empirically investigate the implication of CEO priority for conservation on wealth creation and wealth protection pathways of a firm. I suggest that the priority for conservation creates a tension in the optimization of these two objectives. I argue and find evidence that this value priority inclines people towards risk aversion and consequently reduces incidences of wealth destruction through financial misconduct, but also limits a firm's wealth creation through innovation. In the third essay, I explore how CEO priority for conservation impacts a firm's TMT composition. I suggest that conservation value orients people towards the preservation of traditional gender role responsibilities. This impacts their perception of women in leadership, resulting in an (un)conscious exclusion of women from leadership positions. Furthermore, the disinclination towards change by such CEOs limits their willingness to embrace changes to these traditional gender role prescriptions, leading to limited female representation in their TMTs.

Doctor of Philosophy, The Ohio State University, 2024, Consumer Sciences

Housing wealth and human capital are two of the most important asset classes for most Americans. To better understand these topics, I examine populations of current and prior military service personnel as well as working adults using data from the 2018 National Financial Capability Study and 2022 Survey of Consumer Finances. In the first chapter, I provide an overview of the aims of this dissertation, motivate my research, and summarize methodologies and key findings for each of the three independent studies. In the second chapter, I investigate rates of negative home equity contrasted between active-duty military households and civilian households. Little prior research has been conducted on the topic of housing wealth related to this population who experience multiple and impactful unique considerations. Results show, for a national data sample collected in 2018, that active-duty military households had 6.25 times higher rates of negative home equity as comparted to rates of negative home equity for civilian households. When interacting military status with three financial-behavior moderators that measure financial vulnerability, active-duty military households who exhibit these vulnerabilities have higher predicted probabilities of negative home equity as compared to civilian households. In the third chapter, I investigate rates of home ownership and levels of positive home equity across two age-based cohorts of military service personnel households. The cohorts reflect older Korea/Vietnam and younger post-Vietnam military personnel households. The comparison group are civilian households. Results show that, for a national data sample collected in 2022, the cohorts of military households do not differ from civilian households with regard to the homeownership rate. Financial stress is negatively related to home ownership. Results document that there is a negative association between Post-Vietnam era military households and higher levels of home equity. The (open full item for complete abstract)

PhD, University of Cincinnati, 2024, Business: Business Administration

Social media platforms have emerged as influential cultural, political, and economic forces. Organizations benefit from gaining power through social media platforms, as they gain the ability and authority to influence or control users and situations according to their goals. Prior Information Systems (IS) literature predominantly emphasizes the positive effects of organizational power gained through social media platforms. However, recent advancements in IS literature challenge this assumption and argue that organizations may inadvertently create harmful consequences for society when they leverage the power of social media platforms. This dissertation explores the inherent tension between the potential for positive influence and the risks of negative consequences associated with the acquisition and exercise of power. Specifically, it examines the effect of boundary-spanning, where social media platforms act as intermediaries that enable organizations and users to extend their influence across various contexts by engaging multiple stakeholders—such as platforms, organizations, and users—through various types of accounts such as regular and premium (business) accounts with distinct features. Adopting a neutral perspective, the research combines critical and interpretive approaches in two essays. In Essay 1, the critical approach questions existing power structures and norms by uncovering the underlying structural injustices as a result of reviewing prior social media and social justice literature. In Essay 2, the interpretive approach discusses the interpretation of the power dynamics and their consequences by interviewing the organizations and premium account users. Through these diverse perspectives, this research aims to offer insights into how social media platforms enable power dynamics among platforms, organizations, and users and their consequences.

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2024, Organization Development

This qualitative study employed a socio-technical framework as a lens to investigate the banking experiences of low-income and higher-income individuals, shedding light on the nuances of their interactions with traditional banks. Using comparative deductive thematic analysis, semi-structured interviews were conducted with 18 participants, equally divided between low-income and higher-income groups. The study revealed disparities in banking experiences, with low-income community members facing less favorable outcomes in specific areas. The findings have significant practical implications for enhancing community relations, refining banking operations, and improving financial education, particularly in low-income communities. This research lays the groundwork for future studies to explore bank employees' perspectives and expand on the current findings, ultimately contributing to a more comprehensive understanding of the interactions between individuals and banking institutions. By illuminating the lived experiences of diverse community members, this study informs strategies for more inclusive and equitable banking products and services

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

This qualitative descriptive study explored how healthcare administrators (Pulmonary, Cardiology, or both) describe the influence of Palliative Care on savings for hospitals in the United States. Palliative Care is a supportive service that collaborates with specialists, Primary Care, patients, and families to provide quality care for those with chronic and serious illnesses. Palliative Care is a holistic service that meets physical, social, psychological, and spiritual needs. Patients with congestive heart failure and chronic obstructive lung disease tend to overutilize healthcare services such as the emergency room, admissions, readmissions, and intensive care unit stays. Palliative Care savings are not easily demonstrated on a revenue report but spread across the healthcare system. Hospital leadership may not provide resources for services with a perceived decrease in return on investment. Systems Theory is the central concept used for this study. Systems Theory is how the sum of individual teams or people work together to benefit the patient and, therefore, savings to the hospital. The study's question inquired about the healthcare administrator's experience with Palliative Care and associated hospital savings. The study collected 17 anonymous online surveys utilizing Microsoft Forms from healthcare administrators in the United States. The term healthcare administrators included healthcare administrators, directors, medical directors and managers working in Pulmonology, Cardiology, or both. This researcher invited participants through a recruitment flyer on the investigator's personal Facebook and LinkedIn pages, Facebook and LinkedIn group pages, and Reddit. An invitation was also sent to LinkedIn Connections and Facebook Friends by direct message for those who may be eligible for the study. Participants participated anonymously, and the researcher asked them to refrain from responding over direct messages. The researcher analyzed data using ATLAS (open full item for complete abstract)

Doctor of Organization Development & Change (D.O.D.C.), Bowling Green State University, 2024, Organization Development

The field of talent acquisition, often referred to as “recruitment,” is pivotal in shaping the success of any organization that identifies, hires, and onboards talent. In today's ever-changing employment landscape, selecting the right employer to work for is crucial for job seekers. Talent acquisition professionals or recruiters, play a significant role in connecting job seekers with meaningful career opportunities despite a competitive job market. Recruiters are tasked with attracting, hiring, and onboarding talent and are often the very first individual a job seeker is introduced at any given company. Despite research on recruiters' characteristics and their impact in the selection process, there is limited literature that investigates the stress factors associated with this occupation. The competition to recruit top talent, while navigating employment landscape changes such as the Covid-19 Pandemic, The Great Resignation, and unexpected layoffs, may impact the stress levels of recruiters. Although there are stressors that are known for working in the human resources field, little is known about the specific sources and stress elements within the recruiting profession. In this qualitative research, I conducted a series of interviews with recruiters to determine the factors that contribute to job-related stress and ultimately how they cope with it. The research was guided by a thematic-analysis approach to highlight the experiences working within the recruitment field and discover themes and patterns that emerge from the semi-structured interviews. By identifying stress factors in the recruiter role, this research provided insight into the recruiter occupation and provide resources and recommendations to help enhance the recruitment practices, promote recruiter well-bring and improve the effectiveness of the talent acquisition process.

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

This research explored Black male mentees' experiences related to workplace advancement. Of all fortune 500 company CEOs only eight are Black. The research showed that workplace advancement does not keep pace with the Black male population numbers. Related to White males, there is a disparity in officer-level attainment of the Black male in the corporate workplace. There is a gap in the research on Black male mentees and their workplace advancement. This research explores mentoring and Black male advancement opportunities in the corporate workplace. The goal of the research is to develop more practical mentoring experiences for Black males in the workplace. Using critical race theory and appreciative inquiry to frame the research was critical. Being aware of the probable systemic racial impact and incorporating the positive development approaches of appreciative inquiry benefited the study. This qualitative research is exploratory. Exploring the impact of mentoring on the journey of 15 Black males and how they conceptualized the impact of mentoring on their climb of the corporate ladder. Information from the interviews was analyzed and coded by themes multiple times to present a non-biased review of the participants' perspectives. Two of the interviewees, now retired, made it to the top of their industry. Results indicate a lack of success in Black males moving from the mentee role to the officer level in the corporate workplace. Implications for the practice include developing positive cultural awareness and unbiased mentoring programs in the workplace.