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Xavier University
1.
Urban, Alexander T.
Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation.
Degree: MA, Psychology, 2013, Xavier University
URL: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531 
► This paper examines several types of diversity, with diversity acceptance as a moderator, to identify their impact on how innovative a workgroup perceives it can…
(more)
▼ This paper examines several types of diversity, with
diversity acceptance as a moderator, to identify their impact on
how innovative a
workgroup perceives it can be. Archival data from
employees within the healthcare industry were utilized as the
population in this study. Five types of diversity (gender, age,
ethnicity, supervisory-level, and tenure), and diversity acceptance
acting as a moderator, are tested to determine their impact on a
workgroup's perception of innovative potential. Each of the five
hypotheses yielded similar, non-significant results. These results
give avenues of future research that have the capacity to provide
insight to the subjects of
workgroup diversity and
innovation.
Advisors/Committee Members: Nagy, Mark (Committee Chair).
Subjects/Keywords: Psychology; workgroup; diversity; moderator
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APA (6th Edition):
Urban, A. T. (2013). Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation. (Masters Thesis). Xavier University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531
Chicago Manual of Style (16th Edition):
Urban, Alexander T. “Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation.” 2013. Masters Thesis, Xavier University. Accessed March 07, 2021.
http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531.
MLA Handbook (7th Edition):
Urban, Alexander T. “Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation.” 2013. Web. 07 Mar 2021.
Vancouver:
Urban AT. Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation. [Internet] [Masters thesis]. Xavier University; 2013. [cited 2021 Mar 07].
Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531.
Council of Science Editors:
Urban AT. Diversity Acceptance as a Moderator of Workgroup Diversity
and Innovation. [Masters Thesis]. Xavier University; 2013. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531
Chapman University
2.
De Long, Scott.
Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention.
Degree: PhD, Education, 2020, Chapman University
URL: https://digitalcommons.chapman.edu/education_dissertations/22
► Business organizations increasingly understand the benefits of forming cross-functional teams, which include collaborative efforts on new initiatives and solving for current issues in the…
(more)
▼ Business organizations increasingly understand the benefits of forming cross-functional teams, which include collaborative efforts on new initiatives and solving for current issues in the organization. Putting together a group of people from different disciplines, however, is not enough to obtain the results businesses are looking to achieve. To be effective, groups must form into a team. There are two distinct differences between a group and a team. To build a team, a group must coalesce around a unifying mission, understanding, and agreement on the purpose of the team and what they need to accomplish to be successful. The second qualifying factor in the formation of a team is members of the group must trust each other. I created an intervention based on developing communication techniques in a small group to build trust in a cross-functional
workgroup. The purpose of this study was to (a) examine the potential effectiveness of an intervention I created using specifically designed communication techniques to build trust in a cross-functional
workgroup, (b) determine which techniques were useful, and (c) assess where improvements could be made. What the study revealed is that a cross-functional
workgroup can increase the level of trust group members have with each other and the group by enhanced communication training, including empathic listening and sharing experiences.
Advisors/Committee Members: Whitney McIntyre Miller, Randy Busse, Dawn Hunter, Barbara Bucklin.
Subjects/Keywords: trust; cross-functional workgroup; transformational leadership; Educational Assessment, Evaluation, and Research
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APA (6th Edition):
De Long, S. (2020). Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention. (Doctoral Dissertation). Chapman University. Retrieved from https://digitalcommons.chapman.edu/education_dissertations/22
Chicago Manual of Style (16th Edition):
De Long, Scott. “Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention.” 2020. Doctoral Dissertation, Chapman University. Accessed March 07, 2021.
https://digitalcommons.chapman.edu/education_dissertations/22.
MLA Handbook (7th Edition):
De Long, Scott. “Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention.” 2020. Web. 07 Mar 2021.
Vancouver:
De Long S. Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention. [Internet] [Doctoral dissertation]. Chapman University; 2020. [cited 2021 Mar 07].
Available from: https://digitalcommons.chapman.edu/education_dissertations/22.
Council of Science Editors:
De Long S. Developing Trust in a Cross-Functional Workgroup: Assessing the Effectiveness of a Communication Intervention. [Doctoral Dissertation]. Chapman University; 2020. Available from: https://digitalcommons.chapman.edu/education_dissertations/22
University of Colorado
3.
Schneiders, Brita B.
The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach.
Degree: MS, Applied Mathematics, 2014, University of Colorado
URL: https://scholar.colorado.edu/appm_gradetds/1
► Workgroup is an optional pass/fail supplemental course to Calculus that emphasizes collaborative work in a small group setting. We conduct a mixed-methods study to…
(more)
▼ Workgroup is an optional pass/fail supplemental course to Calculus that emphasizes collaborative work in a small group setting. We conduct a mixed-methods study to evaluate the effectiveness of Calculus 1
Workgroup on student performance in Calculus 1 for Engineers. We analyze a dataset that contains 733 observations and 35 predictor variables. We use AnswerTree software by SPSS to create decision trees to assess the biggest predicting factors for Calculus 1 course-grades. We then compare
Workgroup students and non-
Workgroup students based on factors resulting from AnswerTree, including predicted grade point average (PGPA), to evaluate the effectiveness of
Workgroup on student performance. We find that in the academic year of 2013 - 2014,
Workgroup did not significantly improve performance in Calculus.
We also analyze a survey taken by
Workgroup students to have a better understanding of student attitudes toward Calculus,
Workgroup, and Oral Assessments, a large component of
Workgroup. Within the subgroup of
Workgroup students, we compare students who are required to enroll in
Workgroup to those who choose to enroll. We show that students who enroll in
Workgroup have a higher PGPA on average than those who do not enroll. Further, we show that students who are required to take
Workgroup (by scholarship) have a significantly higher PGPA than students who choose to enroll in
Workgroup. Yet, we find no significant difference in course grade between required
Workgroup students, non-required
Workgroup students, and non-
Workgroup students. Lastly, we note a correlation between the requirement to take
Workgroup and attitude toward
Workgroup.
Advisors/Committee Members: Anne Dougherty, Mary Nelson, Murray Cox.
Subjects/Keywords: Language of Mathematics; Oral Assessment; Oral Communication; Workgroup; Applied Mathematics
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APA (6th Edition):
Schneiders, B. B. (2014). The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach. (Masters Thesis). University of Colorado. Retrieved from https://scholar.colorado.edu/appm_gradetds/1
Chicago Manual of Style (16th Edition):
Schneiders, Brita B. “The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach.” 2014. Masters Thesis, University of Colorado. Accessed March 07, 2021.
https://scholar.colorado.edu/appm_gradetds/1.
MLA Handbook (7th Edition):
Schneiders, Brita B. “The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach.” 2014. Web. 07 Mar 2021.
Vancouver:
Schneiders BB. The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach. [Internet] [Masters thesis]. University of Colorado; 2014. [cited 2021 Mar 07].
Available from: https://scholar.colorado.edu/appm_gradetds/1.
Council of Science Editors:
Schneiders BB. The Effectiveness of Calculus Workgroup on Student Performance in Calculus: A Mixed-Methods Approach. [Masters Thesis]. University of Colorado; 2014. Available from: https://scholar.colorado.edu/appm_gradetds/1
University of Otago
4.
Garrett, Tony Charles.
National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
.
Degree: 2011, University of Otago
URL: http://hdl.handle.net/10523/1482
► This dissertation addresses the relationship between national culture and new product development (NPD) workgroup dynamics in a matched sample of successful manufacturing firms in New…
(more)
▼ This dissertation addresses the relationship between national culture and new product development (NPD) workgroup dynamics in a matched sample of successful manufacturing firms in New Zealand and Singapore. The underlying research question addressed if differences in new product development (NPD) practices within two distinct national environments, Singapore and New Zealand, can be attributed to national cultural differences.
NPD is an important tool to assist the firm to maintain its position in the international environment, with management and practitioners alike searching for new tools to aid them in the development process. Many of these tools have been applied outside of the national context from which they have been derived, with a consequence that they may not be ideal for their intended destination. There have been few studies that have examined directly the role of national values on the usefulness of different NPD management tools for workgroups. Dividing the workgroup tools into three major areas, stage setting tools, enabling elements, and behaviour elements this thesis looks at many of the suggested tools that would improve NPD workgroup effectiveness. An incidental objective was to determine if Hofstede's dimensions have converged or diverged since they were originally derived.
A two stage research design was used in this dissertation to investigate the stated issues. Stage one was a quantitative recalculation of the Hofstede dimensions to determine if there were any levels of convergence or divergence. Qualitative case study analysis was undertaken in stage two investigating the workgroup dynamics in the two samples.
Results indicate that there was some evidence of convergence, particularly on the dimensions of uncertainty avoidance and masculinity/femininity with the Singapore showing higher levels of uncertainty avoidance and masculinity. The second stage results also showed some differences between the samples in terms of the tools that should be used contingent on their national cultural tendencies. Results indicate that Singapore has a greater use of centralisation and formalisation tools which is consistent with their higher power distance and uncertainty avoidance. Other results showed a tendency of the New Zealand sample to work in team structures and higher empowerment which is consistent with their national cultural tendency.
Subjects/Keywords: workgroup dynamics;
manufacturing firms;
New Zealand;
Singapore;
team structures;
uncertainty avoidance;
masculinity/femininity;
Empowerment
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APA (6th Edition):
Garrett, T. C. (2011). National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
. (Doctoral Dissertation). University of Otago. Retrieved from http://hdl.handle.net/10523/1482
Chicago Manual of Style (16th Edition):
Garrett, Tony Charles. “National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
.” 2011. Doctoral Dissertation, University of Otago. Accessed March 07, 2021.
http://hdl.handle.net/10523/1482.
MLA Handbook (7th Edition):
Garrett, Tony Charles. “National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
.” 2011. Web. 07 Mar 2021.
Vancouver:
Garrett TC. National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
. [Internet] [Doctoral dissertation]. University of Otago; 2011. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10523/1482.
Council of Science Editors:
Garrett TC. National culture and new product development management practices and workgroup dynamics: A Cross-cultural study between Singapore and New Zealand
. [Doctoral Dissertation]. University of Otago; 2011. Available from: http://hdl.handle.net/10523/1482
5.
Brugière, Fabien.
Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work.
Degree: Docteur es, Sociologie, 2014, Université Paris X – Nanterre
URL: http://www.theses.fr/2014PA100171
► Cette recherche se propose d’analyser, à partir du cas des ouvriers de l’assistance aéroportuaire en piste en Île-de-France, le processus de modernisation du travail qui…
(more)
▼ Cette recherche se propose d’analyser, à partir du cas des ouvriers de l’assistance aéroportuaire en piste en Île-de-France, le processus de modernisation du travail qui transforme les régulations du travail et de l’emploi dans deux directions apparemment opposées: 1/ un mouvement de dérégulation, initié par les politiques de libéralisation du transport aérien, provoque la fragmentation des structures économiques par l’externalisation des activités d’assistance au sol et la déstabilisation des groupes professionnels. Au niveau des sociétés d’assistance en piste, la diffusion de l’emploi précaire et la gestion concurrentielle du personnel segmente le groupe ouvrier et en déstabilise les régulations informelles. 2/ un retour des régulations, en premier lieu de contrôle suivant des orientations sécuritaire dans une logique de prévention des risques et de discipline des salariés et industrielle selon un principe de flux tendu et une démarche qualité. Au niveau informel, se développent arrangements et loyautés entre personnels d’exécution et d’encadrement, en réponse à l’intensification du travail et à la précarisation de l’emploi. De nouvelles formes de solidarité entre ouvriers, de nature ethnique, générationnelle ou statutaire tendent à se substituer à la solidarité de métier défaillante. Nous défendrons alors la thèse suivante : dans le cadre du secteur libéralisé et sous-traité de l’assistance en piste, les sociétés soumettent leurs salariés à un régime concurrentiel traduisant des logiques de marché, en rupture avec la régulation précédente. Afin d’éviter les effets contre-productifs de cette gestion du personnel et de garantir aux compagnies clientes une certaine « qualité de services », le management redéfinit une régulation de contrôle du travail plus contraignante fondée sur la responsabilité individuelle. Dans ce contexte, les ouvriers de piste parviennent à tenir au travail par le biais de défenses, de solidarités ethniques et d’arrangements informels avec l’encadrement, mais au prix de souffrances individuelles et de la fragmentation du collectif de travail et de la régulation autonome dont il est le support.
This research aims at analyzing, based on the case of the ramp handling workers on Paris airports, the process of work rationalization which transforms work and employment regulations in two, apparently opposed, directions:1/ a deregulating motion, initiated by air transport liberalization policies, fragments the market structures through outsourcing ground handling services and destabilizes professional groups. The progress of insecure employment and competitive workforce management within ramp handling firms divides the work group and undermine its informal regulations. 2/ a regulatory fallout, first defined by the increase of the managerial control on work on security issues, to ensure risk prevention and workers discipline, and on industrial issues, to implement just in time production and quality management. Informal agreements and loyalties are formed between workers and supervisors to…
Advisors/Committee Members: Linhart, Danièle (thesis director).
Subjects/Keywords: Régulations; Précarité; Individualisation; Collectif; Sous-Traitance; Ethnicité; Regulations; Precarious employment; Individualization; Workgroup; Outsourcing; Ethnicity; 330
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APA (6th Edition):
Brugière, F. (2014). Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work. (Doctoral Dissertation). Université Paris X – Nanterre. Retrieved from http://www.theses.fr/2014PA100171
Chicago Manual of Style (16th Edition):
Brugière, Fabien. “Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work.” 2014. Doctoral Dissertation, Université Paris X – Nanterre. Accessed March 07, 2021.
http://www.theses.fr/2014PA100171.
MLA Handbook (7th Edition):
Brugière, Fabien. “Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work.” 2014. Web. 07 Mar 2021.
Vancouver:
Brugière F. Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work. [Internet] [Doctoral dissertation]. Université Paris X – Nanterre; 2014. [cited 2021 Mar 07].
Available from: http://www.theses.fr/2014PA100171.
Council of Science Editors:
Brugière F. Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail : Underneath the planes lies the « ramp » : sociology of the ground handling workers confronted with the rationalization of work. [Doctoral Dissertation]. Université Paris X – Nanterre; 2014. Available from: http://www.theses.fr/2014PA100171
Texas A&M University
6.
Cho, WoonYoung.
Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness.
Degree: PhD, Speech Communication, 2006, Texas A&M University
URL: http://hdl.handle.net/1969.1/4437
► This study developed and tested a contingency model of group communication in Korean workgroups that posited that the communication effectiveness and group performance of workgroups…
(more)
▼ This study developed and tested a contingency model of group
communication in Korean workgroups that posited that the communication
effectiveness and group performance of workgroups is determined by the âÂÂfitâ of
communication practices with organization structure and group relational
climate.
A contingency model incorporates three variables: contingency variables,
response variables, and performance variables. Based on a review of the
literature on Korean organizations and groups, the model incorporated two
contingency variables: organizational structure and group relational climate.
Organizational structure was indexed by the level of centralization and
formalizations in the organization. Group relational climate was indexed by the
level of closeness and group conformity among members. The response variables, communication practices of Korean workgroups, was measured in
terms of the frequency of formal and informal meetings held by the workgroups.
Two types of performance were measured: communication effectiveness and
performance level. The contingency model hypothesized that the level of
communication effectiveness and group performance of a
workgroup that
engages in communication practices which fit the requirements of organizational
structure and group relational climate will be higher than that of a group whose
communication practices do not fit the requirements of organizational structure
and group relational climate. It also hypothesized the communication
effectiveness group performance would be lower in groups which faced
conflicting contingencies than in groups that faced consistent contingencies.
A survey of 409 members of 84 workgroups in 37 Korean organizations
was conducted. Results of this study supported the predictions of the
contingency model. In particular, centralization, formalization, and closeness
were significant contingency variables. The hypothesis regarding conflicting
contingency was not supported. Implications of the study regarding the
contingency theory, group communication and group effectiveness, and the
nature of Korean groups and organizations are discussed.
Advisors/Committee Members: Poole, Scott M. (advisor), Conrad, Charles (committee member), Putnam, Linda (committee member), Willson, Victor (committee member).
Subjects/Keywords: group communication; contingency theory; Korean workgroup; communication effectiveness; organizaitonal structure; group relational climate
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APA (6th Edition):
Cho, W. (2006). Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness. (Doctoral Dissertation). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/4437
Chicago Manual of Style (16th Edition):
Cho, WoonYoung. “Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness.” 2006. Doctoral Dissertation, Texas A&M University. Accessed March 07, 2021.
http://hdl.handle.net/1969.1/4437.
MLA Handbook (7th Edition):
Cho, WoonYoung. “Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness.” 2006. Web. 07 Mar 2021.
Vancouver:
Cho W. Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness. [Internet] [Doctoral dissertation]. Texas A&M University; 2006. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/1969.1/4437.
Council of Science Editors:
Cho W. Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness. [Doctoral Dissertation]. Texas A&M University; 2006. Available from: http://hdl.handle.net/1969.1/4437
University of North Texas
7.
Brown, Diem.
Vicarious Learning: The Relationship Between Perceived Leader Behavior and Work Group Member Behavior.
Degree: 2002, University of North Texas
URL: https://digital.library.unt.edu/ark:/67531/metadc3358/
► The relationship between perceived leader behavior and work group behavior was examined. Archival survey data was used in the analyses. The company that developed the…
(more)
▼ The relationship between perceived leader behavior and work group behavior was examined. Archival survey data was used in the analyses. The company that developed the survey randomly selected 595 employees to complete the survey. Results suggest there is a strong and significant relationship between leader and subordinate behavior. Group members who report that their leader demonstrates a particular behavior also report that their work group demonstrates the same or similar behavior, suggesting that subordinates may be modeling the behavior of their leader. Leadership behaviors related to trust, availability, respect, conflict, and support seem to be the best predictors of work group behavior. Furthermore, whether or not group members have received team training appears to have an effect on their perceptions of their leader and work group. The challenge for leaders is to understand modeling principles so that they can facilitate the modeling of functional rather than dysfunctional behaviors.
Advisors/Committee Members: Beyerlein, Michael, Johnson, Douglas A., Halfhill, Terry.
Subjects/Keywords: Teams in the workplace.; Leadership.; Vicarious learning; modeling; leadership behavior; workgroup behavior
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University of Kansas
8.
Miller, Peggy A.
A Multilevel Model of RN Workgroup Intent to Stay.
Degree: PH.D., Nursing, 2007, University of Kansas
URL: http://hdl.handle.net/1808/1999
► An understanding of how determinants of RN intent to stay on the unit vary by unit type is essential for developing the targeted retention strategies…
(more)
▼ An understanding of how determinants of RN intent to stay on the unit vary by unit type is essential for developing the targeted retention strategies that are an important component of efforts to address the evolving nursing shortage. Relationships depicted in the multilevel RN
Workgroup Intent to Stay Model were examined, after determining the appropriateness of a
workgroup level measurement model for intent to stay. The model was examined using secondary analysis of cross-section data from the National Database of Nursing Quality Indicators (NDNQI®). The sample consisted of 373 medical unit RN workgroups, which included 7,730 RNs in 157 hospitals. Data from the 2006 RN Survey were combined with hospital characteristics, unit staffing, and unit type. Psychometric analysis found the
workgroup level measurement model of intent to stay appropriate. Glick's (1985) criterion for group-mean reliability was supported by ICC(2) values ranging from .521 to .598. Bliese's (2000) criteria for emergent construct validity were supported by an ICC(1) of .064 and zero-order correlations with job satisfaction subscales that were consistently higher at the
workgroup level than individual level. Mixed linear modeling fit indices (BIC=2575.330) supported the fit of the revised RN
Workgroup Intent to Stay Model in medical units, and pseudo R2 indicated the model accounted for 56% of the variance in RN
workgroup intent to stay. Higher ratings of RN
workgroup satisfaction with task and appropriate RN assignments were the most important predictors of RN
workgroup intent to stay. In addition, higher ratings of RN
workgroup satisfaction with nurse management, lower percent of unit RNs taking a meal break, and greater RN
workgroup diversity in unit tenure and age also contributed to RN
workgroup intent to stay. Findings indicated that retention strategies for RN workgroups on medical units should target perceptions of appropriate RN assignments, as well as satisfaction with task and nurse management. Refinement of the RN
Workgroup Intent to Stay Model should continue by examining model relationships in other unit types.
Advisors/Committee Members: Boyle, Diane K. (advisor), Bott, Marjorie J. (cmtemember), Nancy, Dunton (cmtemember), Byron, Gajewski (cmtemember), Michael, Fox (cmtemember).
Subjects/Keywords: Health sciences; Nursing; Multilevel model; Rn workgroup intent to stay; Ndnqi
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Manager
APA (6th Edition):
Miller, P. A. (2007). A Multilevel Model of RN Workgroup Intent to Stay. (Doctoral Dissertation). University of Kansas. Retrieved from http://hdl.handle.net/1808/1999
Chicago Manual of Style (16th Edition):
Miller, Peggy A. “A Multilevel Model of RN Workgroup Intent to Stay.” 2007. Doctoral Dissertation, University of Kansas. Accessed March 07, 2021.
http://hdl.handle.net/1808/1999.
MLA Handbook (7th Edition):
Miller, Peggy A. “A Multilevel Model of RN Workgroup Intent to Stay.” 2007. Web. 07 Mar 2021.
Vancouver:
Miller PA. A Multilevel Model of RN Workgroup Intent to Stay. [Internet] [Doctoral dissertation]. University of Kansas; 2007. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/1808/1999.
Council of Science Editors:
Miller PA. A Multilevel Model of RN Workgroup Intent to Stay. [Doctoral Dissertation]. University of Kansas; 2007. Available from: http://hdl.handle.net/1808/1999
9.
Dellinger, Jonathan Bryce.
Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes.
Degree: PhD, Communication, 2019, University of Wisconsin – Milwaukee
URL: https://dc.uwm.edu/etd/2171
► This study examines the moderating impact of group cohesion on workgroup conflict and product outcomes. The presence of conflict is hypothesized to serve an…
(more)
▼ This study examines the moderating impact of group cohesion on
workgroup conflict and product outcomes. The presence of conflict is hypothesized to serve an important purpose for effective group functioning, but the presence of group cohesion is expected to facilitate the role of conflict as a means to productive ends. The development and influence of task-related group cohesion in short-term contexts is of particular interest, as temporary workgroups, such as student project groups, necessarily operate within limited timeframes and uncertain social relationships. Results indicate that task cohesion provides a strong and persistent positive predictor of the outcome variables (grade, reported satisfaction, and group productivity), and often demonstrates an ameliorating effect on the negative predictive ability of
workgroup conflict.
Advisors/Committee Members: Sang-yeon Kim.
Subjects/Keywords: organizational communication; relational conflict; student workgroups; task conflict; workgroup cohesion; Organizational Behavior and Theory
…in workgroup outcomes. As abstract variables, conflict and cohesion have proven
challenging… …cooperative groups.
In the team and workgroup literature, cohesion provides an example of so-called… …swift cohesion in
the short-term workgroup context, was expected to exist independently from… …proponents of certain types of conflict being beneficial, within the workgroup literature, as
well… …of contextual variables such as the workgroup cohesion. de
Wit, Greer, and Jehn (2012…
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Manager
APA (6th Edition):
Dellinger, J. B. (2019). Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes. (Doctoral Dissertation). University of Wisconsin – Milwaukee. Retrieved from https://dc.uwm.edu/etd/2171
Chicago Manual of Style (16th Edition):
Dellinger, Jonathan Bryce. “Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes.” 2019. Doctoral Dissertation, University of Wisconsin – Milwaukee. Accessed March 07, 2021.
https://dc.uwm.edu/etd/2171.
MLA Handbook (7th Edition):
Dellinger, Jonathan Bryce. “Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes.” 2019. Web. 07 Mar 2021.
Vancouver:
Dellinger JB. Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes. [Internet] [Doctoral dissertation]. University of Wisconsin – Milwaukee; 2019. [cited 2021 Mar 07].
Available from: https://dc.uwm.edu/etd/2171.
Council of Science Editors:
Dellinger JB. Cohesive Conflict: Task Cohesion as a Moderator of Conflict and Group Outcomes. [Doctoral Dissertation]. University of Wisconsin – Milwaukee; 2019. Available from: https://dc.uwm.edu/etd/2171
10.
Omilion-Hodges, Leah Marie.
Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship.
Degree: PhD, Communication, 2011, Wayne State University
URL: https://digitalcommons.wayne.edu/oa_dissertations/289
► This study examines resource distribution within the intact workgroup, investigating the processes which prompt distribution from leader to member as well as the lateral…
(more)
▼ This study examines resource distribution within the intact
workgroup, investigating the processes which prompt distribution from leader to member as well as the lateral lending of resources among coworkers. Espousing leader-member (LMX) and coworker relationships (CWX) within the larger organizational social structure, this research extends the field by embedding the work within the intact
workgroup making specific predictions regarding coworker exchange relationships as a byproduct of perceptions of justice and individual standing (high or low status) with the leader. Propositions are forwarded which argue for the need to view LMX and CWX in terms of communal and exchange relationship types, shifting from traditional perspectives regarding organizational relationships.
Three studies (survey, quasi-experiment, and focus groups) were conducted to investigate how relational quality influences resource distribution tendencies within the
workgroup as well as the communicative strategies employed to garner resources. Findings suggest that
workgroup members are aware of resource distribution within their workgroups and use this information in deciding who to create valued associations with. Results also indicate that LMX homophily and perceptions of justice regarding coworker LMX moderate the relationship between CWX and use of social influence strategies among coworkers. The data also demonstrate that this moderator influences the propensity for coworkers to share resources with peers. Moreover, two scales were created and validated that measure the positive and negative resources leaders may distribute to subordinates. In sum, this research advances the field by highlighting the importance of horizontal relationships within the intact
workgroup, while remaining cognizant that such relationships are constantly affected by and affecting leader-member relations.
Advisors/Committee Members: Colin R. Baker.
Subjects/Keywords: Coworker Exchange; Leader-Member Exchange; Organizational Justice; Resource Distribution; Social Influence Strategies; Workgroup Relations; Communication
…7
Workgroup Differentiation… …within the intact workgroup… …e.g., praise), are often
visible to other workgroup members. Over time, these exchanges… …transform into behavioral
patterns where workgroup members are able to discern individual leader… …relationships form and function in
the context of a workgroup and the larger organizational social…
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APA (6th Edition):
Omilion-Hodges, L. M. (2011). Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship. (Doctoral Dissertation). Wayne State University. Retrieved from https://digitalcommons.wayne.edu/oa_dissertations/289
Chicago Manual of Style (16th Edition):
Omilion-Hodges, Leah Marie. “Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship.” 2011. Doctoral Dissertation, Wayne State University. Accessed March 07, 2021.
https://digitalcommons.wayne.edu/oa_dissertations/289.
MLA Handbook (7th Edition):
Omilion-Hodges, Leah Marie. “Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship.” 2011. Web. 07 Mar 2021.
Vancouver:
Omilion-Hodges LM. Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship. [Internet] [Doctoral dissertation]. Wayne State University; 2011. [cited 2021 Mar 07].
Available from: https://digitalcommons.wayne.edu/oa_dissertations/289.
Council of Science Editors:
Omilion-Hodges LM. Mine? Yours? Ours? Reconceptualizing and contextualizing the leader-member relationship. [Doctoral Dissertation]. Wayne State University; 2011. Available from: https://digitalcommons.wayne.edu/oa_dissertations/289
University of Kentucky
11.
Davenport, Daniel Lee.
INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY.
Degree: 2006, University of Kentucky
URL: https://uknowledge.uky.edu/gradschool_diss/277
► This dissertation describes a case study comparing the effectiveness of twoinformation systems that assess the quality of surgical care, the National SurgicalQuality Improvement Program (NSQIP)…
(more)
▼ This dissertation describes a case study comparing the effectiveness of twoinformation systems that assess the quality of surgical care, the National SurgicalQuality Improvement Program (NSQIP) and the University HealthSystemConsortium Clinical Database (UHCCD). For the comparison, it develops aframework for assessing contextual data quality (CDQ) from the decision maker'sperspective. The differences in quality assessment systems to be studied areposited to be due to the differing contexts in which the data is encoded,transformed and managed impacting data quality for the purpose of surgicalquality assessment.Healthcare spending in the United States has risen faster than the rate of inflationfor over a decade and currently stands at about fifteen percent of the GrossDomestic Product. This has brought enormous pressures on the healthcareindustry to reduce costs while maintaining or improving quality. Numeroussystems to measure healthcare quality have been, and are being, developedincluding the two being studied. A more precise understanding of the differencesbetween these two systems' effectiveness in the assessment of surgical healthcarequality informs decisions nationally regarding hospital accreditation and qualitybasedreimbursements to hospitals.The CDQ framework elaborated is also applicable to executive informationsystems, data warehouses, web portals, and other information systems that drawinformation from disparate systems. Decision makers are more frequently havingdata available from across functional and hierarchical areas within organizationsand data quality issues have been identified in these systems unrelated to thesystem performance from which the data comes.The propositions explored and substantiated here are that workgroup contextinfluences data selection and definition, the data entry and encoding process,managerial control and feedback, and data transformation in information systems.These processes in turn influence contextual data quality relative to a particulardecision model.The study is a cross-sectional retrospective review of archival quality datagathered on 26,322 surgical patients at the University of Kentucky Hospital alongwith interviews of process owners in each system. The quality data includepatient risk/severity factors and outcome data recorded in the National SurgeryQuality Improvement Program (NSQIP) database and the UniversityHealthSystem Consortium Clinical Database (UHCCD).
Subjects/Keywords: Contextual Data Quality; Data Quality; National Surgery Quality Improvement Program; University HealthSystem Consortium Clinical Database; Workgroup Context
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APA ·
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Manager
APA (6th Edition):
Davenport, D. L. (2006). INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY. (Doctoral Dissertation). University of Kentucky. Retrieved from https://uknowledge.uky.edu/gradschool_diss/277
Chicago Manual of Style (16th Edition):
Davenport, Daniel Lee. “INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY.” 2006. Doctoral Dissertation, University of Kentucky. Accessed March 07, 2021.
https://uknowledge.uky.edu/gradschool_diss/277.
MLA Handbook (7th Edition):
Davenport, Daniel Lee. “INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY.” 2006. Web. 07 Mar 2021.
Vancouver:
Davenport DL. INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY. [Internet] [Doctoral dissertation]. University of Kentucky; 2006. [cited 2021 Mar 07].
Available from: https://uknowledge.uky.edu/gradschool_diss/277.
Council of Science Editors:
Davenport DL. INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY. [Doctoral Dissertation]. University of Kentucky; 2006. Available from: https://uknowledge.uky.edu/gradschool_diss/277
12.
Friberg, Alexandra.
Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen.
Degree: Health and Society, 2009, Kristianstad University College
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-863
► Idag satsas det inom folkhälsoarbetet mycket på arbetsplatsen som arena då arbetslivet har en avgörande betydelse för att varje människa ska uppnå god hälsa.…
(more)
▼ Idag satsas det inom folkhälsoarbetet mycket på arbetsplatsen som arena då arbetslivet har en avgörande betydelse för att varje människa ska uppnå god hälsa. Vad som gör en arbetsplats hälsosam är individuellt. För många handlar det dock om att känna eget ansvar, delaktighet, inflytande, gemenskap och meningsfullhet. Den svenska arbetsmarknaden karaktäriseras av att män och kvinnor arbetar inom olika sektorer och yrkesområden, vilket har skapat en könssegregerad arbetsmarknad. Den könssegregerade arbetsmarknaden leder till att arbetsgrupperna på arbetsplatserna ofta är könshomogena. Arbetsgruppen har en betydande roll för att individen ska kunna utvecklas som person, känna social trygghet och gemenskap.
Det finns inte mycket litteratur som påpekar förhållandet mellan hälsa och arbetsgruppens könsammansättning med fokus på upplevd fysisk och psykisk hälsa och lärande. Syftet med studien var att undersöka om det förekommer skillnader bland kvinnor som arbetar med mestadels kvinnor jämfört med kvinnor som arbetar med mestadels män, utifrån ett hälso- och lärandeperspektiv. Studien gjordes med kvantitativ metod och enkäter användes som datainsamlingsmetod. Undersökningsgruppen var kvinnor som arbetar på mansdominerade samt kvinnodominerade arbetsplatser. Sammanlagt delades 200 enkäter ut, 100 till respektive typ av arbetsplats. Den slutgiltiga svarsfrekvensen blev 83,5%.
Resultatet visar att kvinnorna på den kvinnodominerade arbetsplatsen ansåg att delaktigheten, inflytandet och lärandet på arbetet och i arbetsgruppen var bättre i jämförelse med vad kvinnorna på de mansdominerade arbetsplatserna ansåg. Kvinnorna på de mansdominerade arbetsplatserna ansåg att de blev mer granskade än männen samt att olika beteenden som påverkade trivseln negativt förekom i större utsträckning än vad kvinnorna på den kvinnodominerade arbetsplatsen ansåg. För att förverkliga visionen om den hälsosamma arbetsplatsen behöver vi genomföra ett förändringsarbete där människor har möjlighet till inflytande och görs delaktiga i förändringsprocesser.
The public health work of today is characterized by large investments in the workplace because of its importance for the possibility of the individual to reach good health. What makes the workplace healthy is individual, but for most of us it depends on participation, responsibility, influence, togetherness and meaningfulness. The Swedish labour market is very sex segregated in terms of men and women working with different occupations. Workgroups therefore often consist predominantly of either men or women. The workgroup has an important role for the individual to feel social security and togetherness and to grow as a person.
There is not much written about the relationship between health and the sex distribution of a workgroup with focus on the physical and mental health and learning. The aim of the study was to investigate if there were any differences between women who work mostly with women and women who work mostly with men, from a health and…
Subjects/Keywords: Women; Workplace; Workgroup; Participation; Influence; Well-being; Togetherness Learning; Sex distribution; Kvinnor; Arbetsplats; Arbetsgrupp; Delaktighet; Inflytande; Trivsel; Gemenskap; Public health science; Folkhälsovetenskap; MEDICINE; MEDICIN
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Manager
APA (6th Edition):
Friberg, A. (2009). Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen. (Thesis). Kristianstad University College. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-863
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Friberg, Alexandra. “Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen.” 2009. Thesis, Kristianstad University College. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-863.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Friberg, Alexandra. “Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen.” 2009. Web. 07 Mar 2021.
Vancouver:
Friberg A. Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen. [Internet] [Thesis]. Kristianstad University College; 2009. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-863.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Friberg A. Könshomogena arbetsgrupper på gott och ont : enkätstudie av kvinnors hälsa på arbetsplatsen. [Thesis]. Kristianstad University College; 2009. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-863
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Alberta
13.
Currie, Luanne G.
Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective.
Degree: PhD, Faculty of Business, 2013, University of Alberta
URL: https://era.library.ualberta.ca/files/mg74qm384
► Despite an expanding body of research aimed at understanding the role of work in self-definition, individual work identity research is fragmented due to inconsistent and…
(more)
▼ Despite an expanding body of research aimed at
understanding the role of work in self-definition, individual work
identity research is fragmented due to inconsistent and incongruent
application and interpretation of a range of identity theories as
they apply to the study of organizations (Pratt et al., 2000).
Chapter 1 introduces the concept of social identity and situates it
within the organizational research agenda. Chapter 2 addresses
concept clarification and theoretical integration. Through the
process of concept clarification, concepts that have typically been
analyzed “without a clear, shared, and conscious agreement on the
properties or meanings attributed to them” (A. I. Meleis, 2011, p.
374) are refined. Second, a meta-theory of individual work identity
(IWI) is developed; specifically connections and distinctions
between various approaches are highlighted, a taxonomy of the
theoretical dimensions of the concept of work identity is outlined,
and a central theoretical approach is identified and positioned
within the broader context of such established theories of
motivation as social exchange theory (SET) and self-determination
theory (SDT). In chapter 3, the target-similarity model from
current social exchange research is applied. The proposition that
social identification assumes distinct forms depending upon the
target of identification (i.e., workgroup or organization) and the
idea that target-specific forms of social identification have
target-similar outcomes (i.e., workgroup turnover and
organizational turnover) moderated by target-similar variables
(leader-group prototypicality and perceived organizational support)
are tested. For the most part, results supported proposed
hypotheses. Chapter 4 examines the relationship between dimensions
of high performance work systems (HPWSs), satisfaction of basic
psychological needs, and target-specific social identification in
organizational settings. The main hypothesis tested is that
target-specific forms of social identification have specific
antecedents (i.e., dimensions of HPWSs) that influence
identification processes in unique ways, depending upon the target
of identification. The influence of HPWS dimensions on
target-specific social identification, mediated by satisfaction of
basic human needs as outlined in self-determination theory, is also
tested. Support for mediation hypotheses and partial support for
main effects hypotheses was found. Chapter 5 summarizes the main
ideas, provides recommendations for future research and discusses
the practical implications of central findings for
organizations.
Subjects/Keywords: Social Exchange; Organizational Social Identity; Optimal Distinctness Theory; Relational Identity; Social Exchange Theory; Deep Structure Identity; Relatedness; Target Similarity Model; Turnover; Identity Theory; Social Identity; Role Identity; Workgroup Social Identity; Situated Identity; Competence; High Performance Work Systems; Strategic Human Resource Management; Autonomy; Leader-Group Prototypicality; Perceived Organizational Support; Self-Determination Theory; Work Identity; Realistic Conflict Theory; Basic Psychological Needs; Individual Work Identity; Social Identification; Minimal Group Studies; Human Resource Management; Social Identity Theory; Multi-foci Social Identification
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APA ·
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Manager
APA (6th Edition):
Currie, L. G. (2013). Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective. (Doctoral Dissertation). University of Alberta. Retrieved from https://era.library.ualberta.ca/files/mg74qm384
Chicago Manual of Style (16th Edition):
Currie, Luanne G. “Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective.” 2013. Doctoral Dissertation, University of Alberta. Accessed March 07, 2021.
https://era.library.ualberta.ca/files/mg74qm384.
MLA Handbook (7th Edition):
Currie, Luanne G. “Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective.” 2013. Web. 07 Mar 2021.
Vancouver:
Currie LG. Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective. [Internet] [Doctoral dissertation]. University of Alberta; 2013. [cited 2021 Mar 07].
Available from: https://era.library.ualberta.ca/files/mg74qm384.
Council of Science Editors:
Currie LG. Conceptualization, Antecedents and Outcomes of Individual
Work Identity: An Examination from the Social Identity
Perspective. [Doctoral Dissertation]. University of Alberta; 2013. Available from: https://era.library.ualberta.ca/files/mg74qm384
14.
Myers, Nicole.
Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process.
Degree: 2013, University of Toronto
URL: http://hdl.handle.net/1807/35915
► The question of whether or not to release an accused on bail pending case resolution involves an evaluation of the risk the accused poses to…
(more)
▼ The question of whether or not to release an accused on bail pending case resolution involves an evaluation of the risk the accused poses to the community. In addition to this evaluation, the risk posed to the reputation of the criminal justice system should the accused re-offend while on bail has come to influence the timeliness of the bail decision as well as the conditions of the release order. It appears that questions of institutional risk have intensified strategies of process, whereby the bail decision making process has come to take considerably longer as court actors postpone making the release decision. This organizational culture of risk aversion is evidenced in the growing remand population, the dominance of adjournment requests, the presumption of surety supervision, as well as the imposition of numerous restrictive conditions of release that are questionably related to the grounds for detention and allegations of the offence. Due to the additional protections contained in the Youth Criminal Justice Act (YCJA), the expectation is bail should be more liberally used for youths. However, despite the additional legislated protections, bail practices for both adults and youths are operating in remarkably similar ways. Indeed, it appears that routine bail practices for both adults and youths are inconsistent with the essential principles of the bail process.
In Canada there is a presumption in favour of release on bail and a presumption of release on the least restrictive form of release appropriate in the circumstances. Despite these principles there has been a relatively steady increase in the size of the remand population in Canada. Focusing on the situation in Ontario, this dissertation examines the bail process in an effort to understand how the remand population has come to exceed the population of sentenced prisoners in provincial prisons for both adults and youths.
PhD
Advisors/Committee Members: Doob, Anthony N., Criminology.
Subjects/Keywords: institutional risk; organizational culture; workgroup; efficiency; bail; judicial interim release; remand; adjournment; surety; conditions of release; youth; Youth Criminal Justice Act; 0627
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APA ·
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Manager
APA (6th Edition):
Myers, N. (2013). Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process. (Doctoral Dissertation). University of Toronto. Retrieved from http://hdl.handle.net/1807/35915
Chicago Manual of Style (16th Edition):
Myers, Nicole. “Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process.” 2013. Doctoral Dissertation, University of Toronto. Accessed March 07, 2021.
http://hdl.handle.net/1807/35915.
MLA Handbook (7th Edition):
Myers, Nicole. “Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process.” 2013. Web. 07 Mar 2021.
Vancouver:
Myers N. Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process. [Internet] [Doctoral dissertation]. University of Toronto; 2013. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/1807/35915.
Council of Science Editors:
Myers N. Creating Criminality: The Intensification of Institutional Risk Aversion Strategies and the Decline of the Bail Process. [Doctoral Dissertation]. University of Toronto; 2013. Available from: http://hdl.handle.net/1807/35915
University of Minnesota
15.
Booth, Jonathan Edward.
The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study.
Degree: PhD, Human Resources and Industrial Relations, 2009, University of Minnesota
URL: http://purl.umn.edu/54042
► Sociotechnical systems theory has suggested that it is the conditions of social and technical systems that determine the healthiness of organizational and individual outcomes (Cox…
(more)
▼ Sociotechnical systems theory has suggested that it is the conditions of social and technical systems that determine the healthiness of organizational and individual outcomes (Cox & colleagues, 1993, 1996, 2000; Trist & colleagues, 1951, 1963). However, scholars in this area have not explored the transactional psychological stress processes that are posited as precursors to these (un)healthy outcomes. Using the amalgamation of sociotechnical systems and transactional psychological stress theories, this dissertation's purpose was to investigate how organizational social systems and technical systems influence direct care workers' transactional psychological stress processes (i.e., cognitive appraisals and coping styles) after being victimized (i.e., direct, indirect, and sexual harassment victimizations) by patients, residents, and/or these clients' families. Understanding how organizational and workgroup contexts aid in molding an individual's appraisals and subsequent behavior is critical to an organization and its people - especially after workplace victimizations occur. Knowledge of the beneficial and negative aspects of the systems' influence on these processes can assist organizations in determining to maintain current programs and policies or to revamp, redesign, and/or create new systems and structures. The social systems under examination were: workgroup leader-member exchange (LMX) climate level and strength, workgroup conflict, and workgroup knowledge sharing climates. The technical systems under examination were: organizational complexity, centralization (i.e., hierarchy of authority and participation in decision making) and formalization climates (note: complexity was later removed as a key climate variable when it was deemed inappropriate for organizational aggregation).
Utilizing multilevel methods with 509 participants in 97 workgroups in 43 long term care facilities (total response was 575 participants in 49 facilities), main and moderating contextual effects on victims' cognitive appraisals and coping styles were assessed. Main effects were found between social systems and victims' appraisals and coping styles; while technical systems were only found to have direct relationships with cognitive appraisals. Further, significant three-way cross-level effects among direct victimization, workgroup LMX climate level, and workgroup LMX climate strength were found predicting threat, centrality, challenge, and resource availability cognitive appraisals. At high levels of direct victimization, high LMX climate level, high LMX climate strength workgroups' appraisals appeared better off than other workgroup categories. This suggests that leadership may act as a resource in the workplace to buffer victimization situations - especially when relationships between leadership and the workgroup are positive and consistent. Evidence from this study also suggested that the presence of rules in the workplace may have a stabilizing effect on cognitions. No change in centrality appraisals was found across levels of…
Subjects/Keywords: Health Care; Organizational Structure; Social and Technical Systems (sociotechnical systems theory); Transactional Psychological Stress Processes (cognitive appraisals and coping styles); Workgroup Conflict; Knowledge Sharing; And Leadership Climates; Workplace Victimization; Human Resources and Industrial Relations
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APA ·
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Manager
APA (6th Edition):
Booth, J. E. (2009). The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study. (Doctoral Dissertation). University of Minnesota. Retrieved from http://purl.umn.edu/54042
Chicago Manual of Style (16th Edition):
Booth, Jonathan Edward. “The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study.” 2009. Doctoral Dissertation, University of Minnesota. Accessed March 07, 2021.
http://purl.umn.edu/54042.
MLA Handbook (7th Edition):
Booth, Jonathan Edward. “The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study.” 2009. Web. 07 Mar 2021.
Vancouver:
Booth JE. The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study. [Internet] [Doctoral dissertation]. University of Minnesota; 2009. [cited 2021 Mar 07].
Available from: http://purl.umn.edu/54042.
Council of Science Editors:
Booth JE. The effects of social and technical systems on workplace victims' cognitive appraisals and coping styles: a multi-organizational, multilevel study. [Doctoral Dissertation]. University of Minnesota; 2009. Available from: http://purl.umn.edu/54042
. 
Open Access Theses and Dissertations
