subject:(Organizational behavior)

1. Volle, Miriam. Exploring the relationship of meetings to organizational culture and values.

Degree: 2017, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10258041

► This mixed methods study explored the relationship between organizational culture expressed through values and meeting practices. Three organizations were studied using meeting observations, a… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Volle, M. (2017). Exploring the relationship of meetings to organizational culture and values. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10258041

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Volle, Miriam. “Exploring the relationship of meetings to organizational culture and values.” 2017. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10258041.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Volle, Miriam. “Exploring the relationship of meetings to organizational culture and values.” 2017. Web. 07 Aug 2020.

Vancouver:

Volle M. Exploring the relationship of meetings to organizational culture and values. [Internet] [Thesis]. Pepperdine University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10258041.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Volle M. Exploring the relationship of meetings to organizational culture and values. [Thesis]. Pepperdine University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10258041

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

2. Lambruschini, Sherill L. The connection spectrum| How leaders experience interpersonal connection in the workplace.

Degree: 2016, California Institute of Integral Studies

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10117906

► The purpose of this study was to understand more deeply the process and nature of interpersonal connections among leaders in the workplace. Specifically, this… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Lambruschini, S. L. (2016). The connection spectrum| How leaders experience interpersonal connection in the workplace. (Thesis). California Institute of Integral Studies. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10117906

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lambruschini, Sherill L. “The connection spectrum| How leaders experience interpersonal connection in the workplace.” 2016. Thesis, California Institute of Integral Studies. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10117906.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lambruschini, Sherill L. “The connection spectrum| How leaders experience interpersonal connection in the workplace.” 2016. Web. 07 Aug 2020.

Vancouver:

Lambruschini SL. The connection spectrum| How leaders experience interpersonal connection in the workplace. [Internet] [Thesis]. California Institute of Integral Studies; 2016. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10117906.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lambruschini SL. The connection spectrum| How leaders experience interpersonal connection in the workplace. [Thesis]. California Institute of Integral Studies; 2016. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10117906

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

3. Landon, Lizbeth. Cross-Sector Social Partnerships| A qualitative research study of partnership governance.

Degree: 2016, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10142331

► Globalization has had a tremendous impact on society. While creating opportunity for corporations to expand into new markets, globalization has also created significant negative… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Landon, L. (2016). Cross-Sector Social Partnerships| A qualitative research study of partnership governance. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10142331

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Landon, Lizbeth. “Cross-Sector Social Partnerships| A qualitative research study of partnership governance.” 2016. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10142331.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Landon, Lizbeth. “Cross-Sector Social Partnerships| A qualitative research study of partnership governance.” 2016. Web. 07 Aug 2020.

Vancouver:

Landon L. Cross-Sector Social Partnerships| A qualitative research study of partnership governance. [Internet] [Thesis]. Pepperdine University; 2016. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10142331.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Landon L. Cross-Sector Social Partnerships| A qualitative research study of partnership governance. [Thesis]. Pepperdine University; 2016. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10142331

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Temple University

4. Swanson, Steven D. Investigating the Role of Identification in Team Sport Organizations.

Degree: PhD, 2014, Temple University

URL: http://digital.library.temple.edu/u?/p245801coll10,249400

►

Tourism and Sport

The concept of identifying with an organizational entity has been widely researched in the mainstream management literature, with organizational identification now positioned… (more)

▼

Tourism and Sport

The concept of identifying with an organizational entity has been widely researched in the mainstream management literature, with organizational identification now positioned as a key construct in organizational research (Edwards, 2005; Riketta, 2005). While identification has also been highly researched in the sport management literature, it has been done almost exclusively from the perspective of the consumer. This research stream has focused primarily on the construct of team identification, and the extent to which fans identify with their respective sports teams (e.g., Wann & Branscombe, 1993). However, it is of note that there has been little identification research undertaken with regard to sports employees, and no previous study has addressed the concept of sport team identification in the workplace. A general proposition of the current study is that employees working for team sport organizations may also be fans of their affiliated sports teams. More specifically, employees in this setting may simultaneously identify with both their overall employing organization and its affiliated sports team, which in turn may have implications with regard to important workplace attitudes. The purpose of the study was to establish team identification as a distinct construct from organizational identification, and assess its role for employees working in the professional team sport environment. As part of this process, a conceptual model was developed which situated these focal constructs in a multiple target framework of identification in the context of sport. A hypothesized research model was then developed which proposed both organizational and team-focused antecedents for the identification constructs, which in turn independently predicted the following attitudinal outcomes: affective commitment, job satisfaction, job involvement, work motivation, and job engagement. This dissertation employed a mixed method design and used an online survey for business operations employees in the five largest professional sports leagues in North America (N = 1,189). In addition, semi-structured interviews were conducted with ten employees who had also taken the survey. The first phase of the quantitative analysis addressed the discriminant validity of organizational and team identification, and strong support for this proposition was demonstrated through a variety of statistical assessments. The second phase addressed the relationships in the hypothesized research model by utilizing structural equation modeling. Support for all of the proposed relationships was demonstrated with two exceptions, where prestige was not found to have a significant effect on either identification construct. The findings of this study contribute to the literature by introducing the concept of a sports team as an additional target of identification in the organizational context. In addition, while sport organizations and their affiliated teams are often referred to interchangeably, the current study distinguished team identification as a…

Advisors/Committee Members: Kent, Aubrey;, Jordan, Jeremy S., Harold, Crystal M., Sachs, Michael L.;.

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Swanson, S. D. (2014). Investigating the Role of Identification in Team Sport Organizations. (Doctoral Dissertation). Temple University. Retrieved from http://digital.library.temple.edu/u?/p245801coll10,249400

Chicago Manual of Style (16^th Edition):

Swanson, Steven D. “Investigating the Role of Identification in Team Sport Organizations.” 2014. Doctoral Dissertation, Temple University. Accessed August 07, 2020. http://digital.library.temple.edu/u?/p245801coll10,249400.

MLA Handbook (7^th Edition):

Swanson, Steven D. “Investigating the Role of Identification in Team Sport Organizations.” 2014. Web. 07 Aug 2020.

Vancouver:

Swanson SD. Investigating the Role of Identification in Team Sport Organizations. [Internet] [Doctoral dissertation]. Temple University; 2014. [cited 2020 Aug 07]. Available from: http://digital.library.temple.edu/u?/p245801coll10,249400.

Council of Science Editors:

Swanson SD. Investigating the Role of Identification in Team Sport Organizations. [Doctoral Dissertation]. Temple University; 2014. Available from: http://digital.library.temple.edu/u?/p245801coll10,249400

5. Waldron, Kimberly D. The Influence of Leadership Emotional Intelligence on Employee Engagement.

Degree: 2017, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10608743

► This study examined the possible relationship between leader emotional intelligence (EI) and employee engagement within a small digital media company. The study identified the… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Waldron, K. D. (2017). The Influence of Leadership Emotional Intelligence on Employee Engagement. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10608743

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Waldron, Kimberly D. “The Influence of Leadership Emotional Intelligence on Employee Engagement.” 2017. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10608743.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Waldron, Kimberly D. “The Influence of Leadership Emotional Intelligence on Employee Engagement.” 2017. Web. 07 Aug 2020.

Vancouver:

Waldron KD. The Influence of Leadership Emotional Intelligence on Employee Engagement. [Internet] [Thesis]. Pepperdine University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10608743.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Waldron KD. The Influence of Leadership Emotional Intelligence on Employee Engagement. [Thesis]. Pepperdine University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10608743

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

6. Perez, Ryanzo W. Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability.

Degree: 2017, Southern Illinois University at Edwardsville

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10275702

► The purpose of this study was to examine stereotype-driven discrimination as an explanation for veteran unemployment. Specifically, the study hypothesized that veteran job applicants… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Perez, R. W. (2017). Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability. (Thesis). Southern Illinois University at Edwardsville. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10275702

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Perez, Ryanzo W. “Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability.” 2017. Thesis, Southern Illinois University at Edwardsville. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10275702.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Perez, Ryanzo W. “Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability.” 2017. Web. 07 Aug 2020.

Vancouver:

Perez RW. Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability. [Internet] [Thesis]. Southern Illinois University at Edwardsville; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10275702.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Perez RW. Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and Hirability. [Thesis]. Southern Illinois University at Edwardsville; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10275702

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

7. Smith, Sarah Sanders. Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders.

Degree: 2017, The Chicago School of Professional Psychology

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10602007

► Leaders in organizations face complex situations, including how to develop valued leadership qualities to enhance an organization's performance. Research suggests improved emotional intelligence across… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Smith, S. S. (2017). Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders. (Thesis). The Chicago School of Professional Psychology. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10602007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Smith, Sarah Sanders. “Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders.” 2017. Thesis, The Chicago School of Professional Psychology. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10602007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Smith, Sarah Sanders. “Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders.” 2017. Web. 07 Aug 2020.

Vancouver:

Smith SS. Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders. [Internet] [Thesis]. The Chicago School of Professional Psychology; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10602007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Smith SS. Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business Leaders. [Thesis]. The Chicago School of Professional Psychology; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10602007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

8. Owens, Arlene J. The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization.

Degree: 2017, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10283195

► This study answered the call of Luthans and Avolio (2003) to focus on leadership training approaches that facilitate the development of authentic leadership and… (more)

▼ This study answered the call of Luthans and Avolio (2003) to focus on leadership training approaches that facilitate the development of authentic leadership and followership. Further, it answered the call of Gardner, Cogliaer, Davis, and Dickens (2011) for more “evaluations of the host of … programs currently offered that promise to enhance the development of leaders, including their authenticity, integrity, and effectiveness” (p. 1141). Researchers or curriculum designers are interested in authentic leadership development. However, it is not yet clear which developmental approaches may have the most effect on PsyCap or Authentic Leadership behaviors. Positive Organizational Behavior theorists recommend trying different approaches to determine which have an effect (Luthans and Avolio, 2006). To that end, this study sought to generate new knowledge about the type of intervention approaches that effect PsyCap and Authentic Leadership Development. The two-part purpose of this study was to a) measure the relationship between psychological capital (PsyCap) and authentic leadership (AL) and the extent to which these variables are modified by professional development and gender and b) to explore the perceptions of leaders regarding their experiences in professional development programs, the emotions that contributed to their professional development, and the differences in their perceptions of men and women. The study hypothesized that there is a relationship between these two variables and that they are moderated by gender and professional development. Quantitative results suggested a correlation exists between PsyCap and AL and that the relationship is stronger among those who completed graduate school, those who attended two or three of the corporate training programs, and those who participated in the mentoring program. Findings showed that the relationship was stronger among females. Qualitative findings explained that women are more passionate about growth and development than men. Qualitative findings suggested that participants believed that mentoring is an important component of leadership development and that the success of leadership development depends heavily on experiential learning, the supportiveness of the environment, and trust in leadership. Qualitative findings also showed that attitudes and emotions such as confidence, hope, optimism, resilience, patience, compassion, empathy, and positivity may contribute to an individual’s leadership development.

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Owens, A. J. (2017). The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10283195

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Owens, Arlene J. “The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization.” 2017. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10283195.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Owens, Arlene J. “The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization.” 2017. Web. 07 Aug 2020.

Vancouver:

Owens AJ. The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization. [Internet] [Thesis]. Pepperdine University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10283195.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Owens AJ. The Relationship Between Authentic Leadership & Positive Psychological Capital & the Moderating Affects of Professional Development & Gender in a Public Organization. [Thesis]. Pepperdine University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10283195

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

9. Morales, Omar. Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley.

Degree: 2017, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10615639

► This study examined factors that lead to retention of engineers who joined Microsoft in Silicon Valley as part of an acquisition. The study findings… (more)

Subjects/Keywords: Organizational behavior

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Morales, O. (2017). Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10615639

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Morales, Omar. “Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley.” 2017. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10615639.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Morales, Omar. “Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley.” 2017. Web. 07 Aug 2020.

Vancouver:

Morales O. Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley. [Internet] [Thesis]. Pepperdine University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10615639.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Morales O. Factors that Lead to Retention of Acquired Engineers at Microsoft in Silicon Valley. [Thesis]. Pepperdine University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10615639

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

10. Pettis, Matthew Lynn. Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment.

Degree: 2017, Grand Canyon University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10621149

► The purpose of the quantitative correlational study was to research the relationship between leadership styles of higher education administrators and their faculty and staff’s… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Pettis, M. L. (2017). Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment. (Thesis). Grand Canyon University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10621149

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Pettis, Matthew Lynn. “Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment.” 2017. Thesis, Grand Canyon University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10621149.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Pettis, Matthew Lynn. “Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment.” 2017. Web. 07 Aug 2020.

Vancouver:

Pettis ML. Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment. [Internet] [Thesis]. Grand Canyon University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10621149.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Pettis ML. Relationship of Employee's Perception of Administrator's Leadership Style and Their Perceived Empowerment. [Thesis]. Grand Canyon University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10621149

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

11. Filipowski, Christina Rosa. A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations.

Degree: 2017, Grand Canyon University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10619892

► The purpose of this qualitative single-case study was to understand how transformational, transactional, and passive/avoidant leadership behaviors and practices of high-performing air transport pilots… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Filipowski, C. R. (2017). A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations. (Thesis). Grand Canyon University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10619892

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Filipowski, Christina Rosa. “A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations.” 2017. Thesis, Grand Canyon University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10619892.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Filipowski, Christina Rosa. “A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations.” 2017. Web. 07 Aug 2020.

Vancouver:

Filipowski CR. A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations. [Internet] [Thesis]. Grand Canyon University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10619892.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Filipowski CR. A Qualitative Case Study of Airline Pilot Leadership Behaviors and Practices During Crisis Situations. [Thesis]. Grand Canyon University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10619892

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Johannesburg

12. Ungerer, Marius. n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag.

Degree: 2014, University of Johannesburg

URL: http://hdl.handle.net/10210/10378

►

M.Com. (Industrial Psychology)

The purpose of this study is to investigate the relationship between organisation structure and individual behaviour To achieve this aim, two components… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Ungerer, M. (2014). n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag. (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/10378

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ungerer, Marius. “n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag.” 2014. Thesis, University of Johannesburg. Accessed August 07, 2020. http://hdl.handle.net/10210/10378.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ungerer, Marius. “n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag.” 2014. Web. 07 Aug 2020.

Vancouver:

Ungerer M. n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Aug 07]. Available from: http://hdl.handle.net/10210/10378.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ungerer M. n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/10378

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

The Ohio State University

13. Datta, Roshni. Knowledge-Based Performance Management Framework.

Degree: MS, Computer Science and Engineering, 2010, The Ohio State University

URL: http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862

► Today’s business environments are highly complex and more prone to change than ever. With the ever-changing dynamics both within and outside an enterprise, organizations find… (more)

Subjects/Keywords: Organizational Behavior

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APA (6^th Edition):

Datta, R. (2010). Knowledge-Based Performance Management Framework. (Masters Thesis). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862

Chicago Manual of Style (16^th Edition):

Datta, Roshni. “Knowledge-Based Performance Management Framework.” 2010. Masters Thesis, The Ohio State University. Accessed August 07, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862.

MLA Handbook (7^th Edition):

Datta, Roshni. “Knowledge-Based Performance Management Framework.” 2010. Web. 07 Aug 2020.

Vancouver:

Datta R. Knowledge-Based Performance Management Framework. [Internet] [Masters thesis]. The Ohio State University; 2010. [cited 2020 Aug 07]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862.

Council of Science Editors:

Datta R. Knowledge-Based Performance Management Framework. [Masters Thesis]. The Ohio State University; 2010. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862

14. Byrne, Ellen Keithline. Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity.

Degree: 2017, Fielding Graduate University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10271540

► Today’s workgroups need to be flexible, creative, and innovative to react swiftly to changing internal and external business environments. This is a real challenge… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Byrne, E. K. (2017). Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity. (Thesis). Fielding Graduate University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10271540

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Byrne, Ellen Keithline. “Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity.” 2017. Thesis, Fielding Graduate University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10271540.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Byrne, Ellen Keithline. “Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity.” 2017. Web. 07 Aug 2020.

Vancouver:

Byrne EK. Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity. [Internet] [Thesis]. Fielding Graduate University; 2017. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10271540.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Byrne EK. Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity. [Thesis]. Fielding Graduate University; 2017. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10271540

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

The George Washington University

15. Jones Gaston, Treneisha. Employee Engagement Experiences of Millennials in the Federal Government.

Degree: 2018, The George Washington University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10785528

► Presently referred to as the “silver tsunami”, Baby Boomers are retiring from the federal government in mass volumes threatening the leadership structure and institutional… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Jones Gaston, T. (2018). Employee Engagement Experiences of Millennials in the Federal Government. (Thesis). The George Washington University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10785528

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Jones Gaston, Treneisha. “Employee Engagement Experiences of Millennials in the Federal Government.” 2018. Thesis, The George Washington University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10785528.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Jones Gaston, Treneisha. “Employee Engagement Experiences of Millennials in the Federal Government.” 2018. Web. 07 Aug 2020.

Vancouver:

Jones Gaston T. Employee Engagement Experiences of Millennials in the Federal Government. [Internet] [Thesis]. The George Washington University; 2018. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10785528.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Jones Gaston T. Employee Engagement Experiences of Millennials in the Federal Government. [Thesis]. The George Washington University; 2018. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10785528

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Columbia University

16. Mann, Alice. Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty.

Degree: 2011, Columbia University

URL: https://doi.org/10.7916/D8DV1RWH

► Uncertainty about one's job or work environment is a common and aversive experience that organizational members typically seek to reduce or manage. This study investigates… (more)

▼ Uncertainty about one's job or work environment is a common and aversive experience that organizational members typically seek to reduce or manage. This study investigates whether different types of uncertainty - informational uncertainty (i.e., not having sufficient information to confidently form social judgments) and standing uncertainty (i.e., instability in one's perception of positive regard from relevant others) - are qualitatively distinct. The study also examines whether both types of uncertainty are heightened by ongoing organizational factors (i.e., organization role and tenure) as well as temporary factors (i.e., affiliation with a division undergoing redesign). Implementing fair processes and procedures may be an effective way for organizational leaders to help organizational members address their uncertainty. Uncertainty has been shown to moderate the "fair process effect," such that the positive effect of higher process fairness (i.e., procedural, informational, and interpersonal fairness) on organizational members' attitudes is stronger when uncertainty is higher. Specifically, people's uncertainty about their standing in an organization has been shown to moderate the "process-outcome interaction effect," such that the positive effect of the interaction between higher process fairness and lower outcome fairness on organizational members' attitudes is stronger when uncertainty is higher. This study investigates whether informational uncertainty, like standing uncertainty, moderates the fair process effect and the process-outcome interaction effect. Study hypotheses were tested through a longitudinal field research design that utilized web-based questionnaires involving responses from 500 students, faculty, and administrators of an urban university undergoing an organization redesign effort. Both ongoing and temporary organizational factors were found to significantly reduce rather than heighten uncertainty, which was the opposite of what was predicted. Higher informational and standing uncertainty were found to enhance the positive effect of process fairness on organizational members' attitudes as predicted. But lower informational and standing uncertainty were also found to enhance the positive effect of process fairness on organizational members' attitudes, which was the opposite of what was predicted. Lower informational uncertainty, but not standing uncertainty, was found to enhance the positive effect of higher process fairness and lower outcome favorability on organizational members' attitudes, which was the opposite of what was predicted.

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Mann, A. (2011). Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty. (Doctoral Dissertation). Columbia University. Retrieved from https://doi.org/10.7916/D8DV1RWH

Chicago Manual of Style (16^th Edition):

Mann, Alice. “Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty.” 2011. Doctoral Dissertation, Columbia University. Accessed August 07, 2020. https://doi.org/10.7916/D8DV1RWH.

MLA Handbook (7^th Edition):

Mann, Alice. “Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty.” 2011. Web. 07 Aug 2020.

Vancouver:

Mann A. Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty. [Internet] [Doctoral dissertation]. Columbia University; 2011. [cited 2020 Aug 07]. Available from: https://doi.org/10.7916/D8DV1RWH.

Council of Science Editors:

Mann A. Managing Uncertainty During Organization Design Decision-Making Processes: The Moderating Effects of Different Types of Uncertainty. [Doctoral Dissertation]. Columbia University; 2011. Available from: https://doi.org/10.7916/D8DV1RWH

Columbia University

17. Zhang, Shu. Repeating the Follies of the Past: A Regulatory Focus Perspective.

Degree: 2012, Columbia University

URL: https://doi.org/10.7916/D89C74HN

► Adopting a regulatory focus perspective, I study why people repeat a prior behavior that could be unpleasant, ineffective, or unethical. Driven by the concerns to… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Zhang, S. (2012). Repeating the Follies of the Past: A Regulatory Focus Perspective. (Doctoral Dissertation). Columbia University. Retrieved from https://doi.org/10.7916/D89C74HN

Chicago Manual of Style (16^th Edition):

Zhang, Shu. “Repeating the Follies of the Past: A Regulatory Focus Perspective.” 2012. Doctoral Dissertation, Columbia University. Accessed August 07, 2020. https://doi.org/10.7916/D89C74HN.

MLA Handbook (7^th Edition):

Zhang, Shu. “Repeating the Follies of the Past: A Regulatory Focus Perspective.” 2012. Web. 07 Aug 2020.

Vancouver:

Zhang S. Repeating the Follies of the Past: A Regulatory Focus Perspective. [Internet] [Doctoral dissertation]. Columbia University; 2012. [cited 2020 Aug 07]. Available from: https://doi.org/10.7916/D89C74HN.

Council of Science Editors:

Zhang S. Repeating the Follies of the Past: A Regulatory Focus Perspective. [Doctoral Dissertation]. Columbia University; 2012. Available from: https://doi.org/10.7916/D89C74HN

18. McRee, Caroline Kimrey. Managerial Perceptions of Employee Motivation.

Degree: 2018, Pepperdine University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10840301

► This qualitative research study examined managerial perceptions of employee motivation. A widely studied yet complex topic, motivation continues to allude managers, leading to managerial… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

McRee, C. K. (2018). Managerial Perceptions of Employee Motivation. (Thesis). Pepperdine University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10840301

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

McRee, Caroline Kimrey. “Managerial Perceptions of Employee Motivation.” 2018. Thesis, Pepperdine University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10840301.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

McRee, Caroline Kimrey. “Managerial Perceptions of Employee Motivation.” 2018. Web. 07 Aug 2020.

Vancouver:

McRee CK. Managerial Perceptions of Employee Motivation. [Internet] [Thesis]. Pepperdine University; 2018. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10840301.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

McRee CK. Managerial Perceptions of Employee Motivation. [Thesis]. Pepperdine University; 2018. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10840301

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

19. Zaragoza, Kristina. Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization.

Degree: 2018, Brandman University

URL: http://pqdtopen.proquest.com/#viewpdf?dispub=10843066

► Purpose: The purpose of this sequential, explanatory mixed-methods study was to identify and describe to what extent the quality of the leader-follower relationship, as… (more)

▼ Purpose: The purpose of this sequential, explanatory mixed-methods study was to identify and describe to what extent the quality of the leader-follower relationship, as perceived by followers, affects followers’ organizational citizenship behaviors in a public-service organization. Methodology: A sequential mixed-methods study was the chosen design for this study as it allowed the researcher to conduct the study in phases. The first phase consisted of quantitative research in the form of a survey questionnaire that measured followers’ organizational citizenship behaviors demonstrated toward individuals and the organization. The researcher then conducted semistructured, face-to-face interviews that measured the quality of the leader-follower relationship to gain a deeper understanding of the effect the leader-follower relationship has on followers’ organizational citizenship behaviors. Findings: Followers working in a public-service organization engage in organizational citizenship behaviors at a moderate to high level, willingly assisting co-workers and to a lesser extent, their organization. Additionally, those who identified experiencing a high-quality leader-follower relationship spoke highly of their leader, the opportunities they are given to be creative in their service to the public, and their ability to work as a team to accomplish desired results. Those who did not experience a high-quality leader-follower relationship also performed organizational citizenship behaviors but cited only their intrinsic motivation and not leader influence as the inspiration of their efforts. Conclusions: Public-service followers understand and accept the responsibilities that come with keeping the public trust and achieve personal satisfaction in fulfilling the needs of others. They go above and beyond in their job duties regardless of the quality of relationship they experience with their leader. However, public-service followers who experience a high-quality relationship with their leader experience a deeper satisfaction in their work relationships, in their contributions and in public service. Recommendations: Additional research is needed in the area of public-service leadership, public-service followership and the public-service customer. It would be beneficial to replicate this study in one or more public-service organizations to gain additional data that can help better understand the leader-follower relationship and its effect on followers’ organizational citizenship behaviors.

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Zaragoza, K. (2018). Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization. (Thesis). Brandman University. Retrieved from http://pqdtopen.proquest.com/#viewpdf?dispub=10843066

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Zaragoza, Kristina. “Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization.” 2018. Thesis, Brandman University. Accessed August 07, 2020. http://pqdtopen.proquest.com/#viewpdf?dispub=10843066.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Zaragoza, Kristina. “Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization.” 2018. Web. 07 Aug 2020.

Vancouver:

Zaragoza K. Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization. [Internet] [Thesis]. Brandman University; 2018. [cited 2020 Aug 07]. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10843066.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Zaragoza K. Exploring the Quality of the Leader-Follower Relationship and Its Effect on Followers' Organizational Citizenship Behaviors in a Public-Service Organization. [Thesis]. Brandman University; 2018. Available from: http://pqdtopen.proquest.com/#viewpdf?dispub=10843066

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Temple University

20. Williamson, David Christopher Francisco. Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations.

Degree: 2018, Temple University

URL: http://digital.library.temple.edu/u?/p245801coll10,515336

►

Business Administration/Human Resource Management

D.B.A.

Music festivals have become big business, bringing in 8.79B in global revenue in 2017, and continuing to grow with projected… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Williamson, D. C. F. (2018). Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations. (Thesis). Temple University. Retrieved from http://digital.library.temple.edu/u?/p245801coll10,515336

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Williamson, David Christopher Francisco. “Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations.” 2018. Thesis, Temple University. Accessed August 07, 2020. http://digital.library.temple.edu/u?/p245801coll10,515336.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Williamson, David Christopher Francisco. “Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations.” 2018. Web. 07 Aug 2020.

Vancouver:

Williamson DCF. Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations. [Internet] [Thesis]. Temple University; 2018. [cited 2020 Aug 07]. Available from: http://digital.library.temple.edu/u?/p245801coll10,515336.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Williamson DCF. Please Tell Me What to Do: Exploring the effects of operating procedures on occupational stress and performance outcomes in temporary organizations. [Thesis]. Temple University; 2018. Available from: http://digital.library.temple.edu/u?/p245801coll10,515336

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Akron

21. Nolan, Megan Theresa. Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being.

Degree: PhD, Psychology-Industrial/Organizational, 2019, University of Akron

URL: http://rave.ohiolink.edu/etdc/view?acc_num=akron1578075620130347

► Recent research on reattachment (i.e., rebuilding a mental connection to work before starting work) has begun to provide evidence that individuals use specific strategies to… (more)

▼ Recent research on reattachment (i.e., rebuilding a mental connection to work before starting work) has begun to provide evidence that individuals use specific strategies to facilitate the reconnection between life domains. The current study argues that reattachment is just one of several “pre-work” strategies that individuals can adopt to ease the transition between home and work domains and enhance their daily experiences. Pre-work is defined as active daily preparation for a given workday in which individuals bring their attention back to work, mobilize their energy, and/or reflect on the reasons they work. In addition to reattachment, individuals may use energy mobilization strategies to increase their sense of feeling energized and positive about work or positive reflection strategies to increase their sense of feeling autonomously motivated and emotionally connected with their work. The current study developed a psychometrically sound pre-work scale to accurately and reliably assess three distinct pre-work strategies and found support for a three-factor structure. In a second study, experience sampling methods were employed to examine how cognitive, physical, and emotional engagement translate pre-work strategies into satisfaction and emotional exhaustion during the day. Additionally, two variables—employee resilience and perceived supervisor support—were examined as cross‐level moderators of these relations. Daily-survey data was collected from 114 employees (total of 936 days) and analyzed with multilevel path analysis. Results suggest that day-level cognitive reattachment predicted cognitive and physical engagement, energy mobilization predicted cognitive engagement, and positive-reflection predicted emotional engagement. Cognitive engagement, in turn, predicted emotional exhaustion, and emotional engagement predicted both job satisfaction and emotional exhaustion. Furthermore, the relation between positive reflection and emotional engagement was strengthened at high levels of perceived supervisor support. The current study highlights the important role of a variety of pre-work strategies that employees can adopt to ease the transition between life domains and enhance their daily experiences. Advisors/Committee Members: Diefendorff, James (Advisor).

Subjects/Keywords: Organizational Behavior

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APA (6^th Edition):

Nolan, M. T. (2019). Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being. (Doctoral Dissertation). University of Akron. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=akron1578075620130347

Chicago Manual of Style (16^th Edition):

Nolan, Megan Theresa. “Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being.” 2019. Doctoral Dissertation, University of Akron. Accessed August 07, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1578075620130347.

MLA Handbook (7^th Edition):

Nolan, Megan Theresa. “Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being.” 2019. Web. 07 Aug 2020.

Vancouver:

Nolan MT. Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being. [Internet] [Doctoral dissertation]. University of Akron; 2019. [cited 2020 Aug 07]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=akron1578075620130347.

Council of Science Editors:

Nolan MT. Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-being. [Doctoral Dissertation]. University of Akron; 2019. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=akron1578075620130347

Florida State University

22. Jun, Hye in. Change Management in Business: An Empirical Investigation of Practitioner Competencies.

Degree: PhD, Educational Psychology and Learning Systems, 2017, Florida State University

URL: http://purl.flvc.org/fsu/fd/FSU_2017SP_Jun_fsu_0071E_13710 ;

►

We live in a world that requires us to adapt to change rapidly in both professional and personal settings (Lorenzi & Riley, 2000; Murthy, 2007).… (more)

▼

We live in a world that requires us to adapt to change rapidly in both professional and personal settings (Lorenzi & Riley, 2000; Murthy, 2007). For many businesses, change is a way to survive in a competitive market. Businesses must react quickly in order to remain competitive and overcome challenges in a volatile environment. One way to react effectively is to engage Change Management methodology in the organization. The purpose of the study was to help strengthen and validate competencies developed by ACMP and determine which ones are most critical by collecting survey responses from Change Management practitioners. These members helped to identify the five most critical competencies that employers should actively seek among candidates and for colleges to better prepare students for the job market. The five competencies were Identify sponsors supporting and accountable for the change, Define the change, Determine why the change is required, Identify stakeholders affected by the change, and Execute, manage, and monitor implementation of change management plan. Findings revealed that four out of five top rated competencies were from the first category Evaluate change impact and organizational readiness. One explanation is that the vast majority of the top competencies found in the first category determine the likelihood of success of a project, therefore Change Management practitioners placed importance towards the first category.

A Dissertation submitted to the Department of Educational Psychology and Learning Systems in partial fulfillment of the Doctor of Philosophy.

Spring Semester 2017.

April 7, 2017.

James D. Klein, Professor Directing Dissertation; Bruce Lamont, University Representative; Marcy Driscoll, Committee Member; Jim Sampson, Committee Member.

Advisors/Committee Members: James D. Klein (professor directing dissertation), Bruce T. Lamont (university representative), Marcy Perkins Driscoll (committee member), James P. Sampson (committee member).

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Jun, H. i. (2017). Change Management in Business: An Empirical Investigation of Practitioner Competencies. (Doctoral Dissertation). Florida State University. Retrieved from http://purl.flvc.org/fsu/fd/FSU_2017SP_Jun_fsu_0071E_13710 ;

Chicago Manual of Style (16^th Edition):

Jun, Hye in. “Change Management in Business: An Empirical Investigation of Practitioner Competencies.” 2017. Doctoral Dissertation, Florida State University. Accessed August 07, 2020. http://purl.flvc.org/fsu/fd/FSU_2017SP_Jun_fsu_0071E_13710 ;.

MLA Handbook (7^th Edition):

Jun, Hye in. “Change Management in Business: An Empirical Investigation of Practitioner Competencies.” 2017. Web. 07 Aug 2020.

Vancouver:

Jun Hi. Change Management in Business: An Empirical Investigation of Practitioner Competencies. [Internet] [Doctoral dissertation]. Florida State University; 2017. [cited 2020 Aug 07]. Available from: http://purl.flvc.org/fsu/fd/FSU_2017SP_Jun_fsu_0071E_13710 ;.

Council of Science Editors:

Jun Hi. Change Management in Business: An Empirical Investigation of Practitioner Competencies. [Doctoral Dissertation]. Florida State University; 2017. Available from: http://purl.flvc.org/fsu/fd/FSU_2017SP_Jun_fsu_0071E_13710 ;

23. Cavanagh, Kevin V. GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE.

Degree: PhD, Organizational Behavior, 2019, Case Western Reserve University School of Graduate Studies

URL: http://rave.ohiolink.edu/etdc/view?acc_num=case1554377747022203

► Intentional Change Theory (ICT) has been shown to be effective in helping students develop emotional, social, and cognitive competencies. However, when individuals set goals to… (more)

Subjects/Keywords: Organizational Behavior

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APA (6^th Edition):

Cavanagh, K. V. (2019). GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE. (Doctoral Dissertation). Case Western Reserve University School of Graduate Studies. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=case1554377747022203

Chicago Manual of Style (16^th Edition):

Cavanagh, Kevin V. “GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE.” 2019. Doctoral Dissertation, Case Western Reserve University School of Graduate Studies. Accessed August 07, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=case1554377747022203.

MLA Handbook (7^th Edition):

Cavanagh, Kevin V. “GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE.” 2019. Web. 07 Aug 2020.

Vancouver:

Cavanagh KV. GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE. [Internet] [Doctoral dissertation]. Case Western Reserve University School of Graduate Studies; 2019. [cited 2020 Aug 07]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=case1554377747022203.

Council of Science Editors:

Cavanagh KV. GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGE. [Doctoral Dissertation]. Case Western Reserve University School of Graduate Studies; 2019. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=case1554377747022203

24. Kott, Jacqueline Karen. The role of ethics in employee behavior.

Degree: 2012, University of Tennessee – Chattanooga

URL: https://scholar.utc.edu/theses/43

► Past research has related the perceived ethical norms of the work environment to certain employee behaviors. The present study focuses on two general types of… (more)

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Kott, J. K. (2012). The role of ethics in employee behavior. (Masters Thesis). University of Tennessee – Chattanooga. Retrieved from https://scholar.utc.edu/theses/43

Chicago Manual of Style (16^th Edition):

Kott, Jacqueline Karen. “The role of ethics in employee behavior.” 2012. Masters Thesis, University of Tennessee – Chattanooga. Accessed August 07, 2020. https://scholar.utc.edu/theses/43.

MLA Handbook (7^th Edition):

Kott, Jacqueline Karen. “The role of ethics in employee behavior.” 2012. Web. 07 Aug 2020.

Vancouver:

Kott JK. The role of ethics in employee behavior. [Internet] [Masters thesis]. University of Tennessee – Chattanooga; 2012. [cited 2020 Aug 07]. Available from: https://scholar.utc.edu/theses/43.

Council of Science Editors:

Kott JK. The role of ethics in employee behavior. [Masters Thesis]. University of Tennessee – Chattanooga; 2012. Available from: https://scholar.utc.edu/theses/43

University of Southern California

25. Wood, Adam. The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception.

Degree: PhD, Business Administration, 2015, University of Southern California

URL: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll3/id/346235/rec/6535

► This paper examines how emotion suppression and emotion reappraisal may differentially affect people's ability to recognize emotions in others. I hypothesized that the cost of… (more)

Subjects/Keywords: organizational behavior

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APA (6^th Edition):

Wood, A. (2015). The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception. (Doctoral Dissertation). University of Southern California. Retrieved from http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll3/id/346235/rec/6535

Chicago Manual of Style (16^th Edition):

Wood, Adam. “The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception.” 2015. Doctoral Dissertation, University of Southern California. Accessed August 07, 2020. http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll3/id/346235/rec/6535.

MLA Handbook (7^th Edition):

Wood, Adam. “The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception.” 2015. Web. 07 Aug 2020.

Vancouver:

Wood A. The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception. [Internet] [Doctoral dissertation]. University of Southern California; 2015. [cited 2020 Aug 07]. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll3/id/346235/rec/6535.

Council of Science Editors:

Wood A. The cost of a poker-face: consequences of self-regulation on emotion recognition and interpersonal perception. [Doctoral Dissertation]. University of Southern California; 2015. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll3/id/346235/rec/6535

Northeastern University

26. Lawless, Marianne. Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization.

Degree: EdD, School of Education, 2019, Northeastern University

URL: http://hdl.handle.net/2047/D20350243

► Workforce development is growing and changing with organizational needs. Old ways of doing things, such as apprenticeship and mentoring programs, are identified as effective means… (more)

Subjects/Keywords:

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APA (6^th Edition):

Lawless, M. (2019). Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization. (Doctoral Dissertation). Northeastern University. Retrieved from http://hdl.handle.net/2047/D20350243

Chicago Manual of Style (16^th Edition):

Lawless, Marianne. “Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization.” 2019. Doctoral Dissertation, Northeastern University. Accessed August 07, 2020. http://hdl.handle.net/2047/D20350243.

MLA Handbook (7^th Edition):

Lawless, Marianne. “Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization.” 2019. Web. 07 Aug 2020.

Vancouver:

Lawless M. Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization. [Internet] [Doctoral dissertation]. Northeastern University; 2019. [cited 2020 Aug 07]. Available from: http://hdl.handle.net/2047/D20350243.

Council of Science Editors:

Lawless M. Cultivating The 21st Century Workforce: A Narrative Research Study Exploring Reflective Practice In Workplace Development Programs Within A Government Contracted American Maritime Manufacturing Trade Organization. [Doctoral Dissertation]. Northeastern University; 2019. Available from: http://hdl.handle.net/2047/D20350243

Arizona State University

27. Sessions, Hudson. Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles.

Degree: Business Administration, 2019, Arizona State University

URL: http://repository.asu.edu/items/53706

► Forty-four million U.S. workers hold a flexible work role in the “gig economy” in conjunction with a traditional work role. This supplementary work role is… (more)

▼ Forty-four million U.S. workers hold a flexible work role in the “gig economy” in conjunction with a traditional work role. This supplementary work role is known as a side-hustle, or income-generating work performed on the side of a full-time job. Whereas organizations and scholars have tended to view side-hustles as an activity that diminishes employee performance, employees may enjoy benefits from side-hustles. Indeed, research points to the benefits of accumulating multiple roles outside of work (e.g., volunteering or family roles). I investigate these disparate perspectives about the positive and negative implications of a SHR for performance in full-time work. To do so, I draw on boundary theory, which suggests that the degree of similarity between two roles, whether different from one another or blurring together, shapes how roles affect attitudes and behavior. I tested my predictions about how SHRs influence full-time work performance in a four-wave field study of 276 employees and 170 supervisors. Specifically, I address similarity between a SHR and FWR (SHR-FWR similarity), or the number of similar requirements between a SHR and FWR and extent of those similarities. I argue that SHR-FWR similarity has a negative relationship with boundary negotiation efforts because transitions between similar roles require little psychological effort. This relationship was not supported by my findings. I also assert that SHR-FWR similarity decreases psychological detachment from full-time work as similar roles blur together and limit recovery from full-time work. This relationship was supported by my findings. I further argue that side-hustle meaningfulness moderates the relationship between SHR-FWR similarity and boundary negotiation efforts and psychological detachment from full-time work. This prediction was supported for the effect on psychological detachment from full-time work. Finally, I examined how the effects of SHR-FWR similarity carry through to full-time work performance via exhaustion. These indirect effects were not supported. A supplemental polynomial regression analysis in which I examined status consistency was more fruitful. I found that status inconsistencies between a SHR and FWR led to increased role stress within full-time work. I conclude with a discussion of alternative approaches to understanding the confluence of SHRs and FWRs and practical implications.

Subjects/Keywords: Organizational behavior

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APA (6^th Edition):

Sessions, H. (2019). Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles. (Doctoral Dissertation). Arizona State University. Retrieved from http://repository.asu.edu/items/53706

Chicago Manual of Style (16^th Edition):

Sessions, Hudson. “Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles.” 2019. Doctoral Dissertation, Arizona State University. Accessed August 07, 2020. http://repository.asu.edu/items/53706.

MLA Handbook (7^th Edition):

Sessions, Hudson. “Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles.” 2019. Web. 07 Aug 2020.

Vancouver:

Sessions H. Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles. [Internet] [Doctoral dissertation]. Arizona State University; 2019. [cited 2020 Aug 07]. Available from: http://repository.asu.edu/items/53706.

Council of Science Editors:

Sessions H. Comforted by Role Continuity or Refreshed by Role Variety? Employee Outcomes of Managing Side-hustle and Full-time Work Roles. [Doctoral Dissertation]. Arizona State University; 2019. Available from: http://repository.asu.edu/items/53706

Nelson Mandela Metropolitan University

28. [No author]. How organisational behaviour is influenced in an acquired firm.

Degree: Faculty of Business and Economic Sciences, 2014, Nelson Mandela Metropolitan University

URL: http://hdl.handle.net/10948/9925

► In the current global market, companies are forming partnerships with other organisations with the aim of sustaining their competitive advantage. Most organisations participate in transactions… (more)

Subjects/Keywords: Organizational effectiveness; Organizational behaviour

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APA (6^th Edition):

author], [. (2014). How organisational behaviour is influenced in an acquired firm. (Thesis). Nelson Mandela Metropolitan University. Retrieved from http://hdl.handle.net/10948/9925

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

author], [No. “How organisational behaviour is influenced in an acquired firm.” 2014. Thesis, Nelson Mandela Metropolitan University. Accessed August 07, 2020. http://hdl.handle.net/10948/9925.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

author], [No. “How organisational behaviour is influenced in an acquired firm.” 2014. Web. 07 Aug 2020.

Vancouver:

author] [. How organisational behaviour is influenced in an acquired firm. [Internet] [Thesis]. Nelson Mandela Metropolitan University; 2014. [cited 2020 Aug 07]. Available from: http://hdl.handle.net/10948/9925.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

author] [. How organisational behaviour is influenced in an acquired firm. [Thesis]. Nelson Mandela Metropolitan University; 2014. Available from: http://hdl.handle.net/10948/9925

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Toronto

29. Ali, Natasha Sharina. Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada.

Degree: PhD, 2017, University of Toronto

URL: http://hdl.handle.net/1807/80923

► The purpose of this dissertation is to examine the information behaviour of sell-side and other analysts in terms of their perception of environmental signals and… (more)

▼ The purpose of this dissertation is to examine the information behaviour of sell-side and other analysts in terms of their perception of environmental signals and information goals. I consider how individual, task, and sector factors influence sell-side and other analystsâ information behaviour. The research questions are: 1. What are the information goals of analysts as they seek and use financial and non-financial information to produce research? 2. In what ways do analysts perceive signals in their environment to prompt specific information seeking and information use? 3. What are the factors (individual-, sector-, and task- related factors) that influence the perception of information goals and signals in the environment? To address the research questions, I study the information behaviour of sell-side and other analysts in major financial institutions and private client firms. This study includes analysts in different positions to offer a holistic account of analyst information behaviour. I collected the data using Critical Incident Technique (CIT) interviews, and I analyzed the data using Boyatzis (1998) Thematic Analysis. The main findings of the study are that sell-side and other analysts seek and use information to identify investment opportunities or problematic situations, to establish reputations as trustworthy information sources, and to contribute innovative, value-added research to their industries. Environmental factors that influence how analysts perceive information goals and signals include time, geographical, political, and regulatory changes, competition, and consensus. Analysts establish criteria to select and to analyze quality information and communicate views or recommendations based on their research. Other analysts refer to sell-side analyst research to produce internal research for institutional investors (organizations) and to advise private clients and retail clients (general public). This study advances our knowledge of sell-side and other analysts who work for financial institutions in Toronto, Canada, as influential economic actors in a complex business environment. Advisors/Committee Members: Choo, Chun Wei, Howarth, Lynne, Information Studies.

Subjects/Keywords: Information Behaviour; Organizational Behaviour; 0723

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APA (6^th Edition):

Ali, N. S. (2017). Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada. (Doctoral Dissertation). University of Toronto. Retrieved from http://hdl.handle.net/1807/80923

Chicago Manual of Style (16^th Edition):

Ali, Natasha Sharina. “Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada.” 2017. Doctoral Dissertation, University of Toronto. Accessed August 07, 2020. http://hdl.handle.net/1807/80923.

MLA Handbook (7^th Edition):

Ali, Natasha Sharina. “Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada.” 2017. Web. 07 Aug 2020.

Vancouver:

Ali NS. Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada. [Internet] [Doctoral dissertation]. University of Toronto; 2017. [cited 2020 Aug 07]. Available from: http://hdl.handle.net/1807/80923.

Council of Science Editors:

Ali NS. Information Behaviour of Sell-side and Other Analysts in Financial Institutions in Toronto, Canada. [Doctoral Dissertation]. University of Toronto; 2017. Available from: http://hdl.handle.net/1807/80923

Columbia University

30. Lemler, Russell Paul. Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach.

Degree: 2013, Columbia University

URL: https://doi.org/10.7916/D8542VX5

► I propose a nuanced theoretical approach to understanding leader identity development in organizations. Past identity work has ignored or tangentially addressed phases of development that… (more)

Subjects/Keywords: Management; Organizational sociology; Organizational behavior

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APA (6^th Edition):

Lemler, R. P. (2013). Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach. (Doctoral Dissertation). Columbia University. Retrieved from https://doi.org/10.7916/D8542VX5

Chicago Manual of Style (16^th Edition):

Lemler, Russell Paul. “Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach.” 2013. Doctoral Dissertation, Columbia University. Accessed August 07, 2020. https://doi.org/10.7916/D8542VX5.

MLA Handbook (7^th Edition):

Lemler, Russell Paul. “Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach.” 2013. Web. 07 Aug 2020.

Vancouver:

Lemler RP. Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach. [Internet] [Doctoral dissertation]. Columbia University; 2013. [cited 2020 Aug 07]. Available from: https://doi.org/10.7916/D8542VX5.

Council of Science Editors:

Lemler RP. Rethinking Organizational Leader Identity Development: A Social Network and Ethnographic Approach. [Doctoral Dissertation]. Columbia University; 2013. Available from: https://doi.org/10.7916/D8542VX5

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