The purpose of this study is to advance knowledge and practitioner understanding of human resource dynamics of the U.S. fast food franchise (FFF) industry, one plagued by extraordinary voluntary turnover (VTO), estimated at 75% of total turnover, and its effects on unit productivity. Following the research of Sun, Aryee, and Law (2007), this study looks for the potential of improving the VTO problem through the practice of high-performance human resource management (HPHRM) and the potential benefits of service-oriented organizational citizenship behavior (SOCB) that it offers. This study used primary research, namely the domestic operating units of a nationally franchised sub sandwich chain, with a sample size of 112 units representing 14.8% of the total units and the evaluation of 336 hourly employees. Results showed a strong correlation between HPHRM and VTO, but surprisingly there was no significant relationship between HPHRM and productivity. Despite a modest correlation between HPHRM and SOCB, that relationship did not demonstrate any significant mediating effect on the HPHRM/VTO relationship. The results may indicate a differentiation between the effectiveness of HPHRM and SOCB depending on the performance level of hourly employees, noting that low-performing employees do not respond to HPHRM or demonstrate SOCB as well as others. Numerous opportunities for further research are suggested, especially in light of the size and impact of the domestic FFF industry.

This dissertation examines the antecedents and consequences of a fairly new construct in academic literature termed brand citizenship behavior. Constructs explored in the proposed model include brand identity, brand communication, internal marketing, brand pride, brand commitment, intention to stay and job satisfaction. A sample of 241 associates was surveyed at a large retail organization and key demographic variables were captured. Results indicate a causal relationship between internal marketing and brand citizenship behavior as well brand pride. While a causal link between brand citizenship behavior and brand commitment was not supported overall, permutations indicate causality among part time associates. Brand pride was found to mediate the relationship between brand citizenship behavior and brand commitment.

Mindfulness is a quality of consciousness that consists of purposeful attention to and awareness of the present moment, approached with an attitude of openness, acceptance, and nonjudgment. Research evidence shows that mindfulness has positive effects on mental health and psychological well-being, physical health, and quality of intimate relationships. However, few researchers have studied the effects of mindfulness in a work setting. In this project, I expanded previous research by exploring how mindfulness, as developed in a mindfulness-based training program, affects the workplace outcomes of performance and citizenship behavior. I proposed that these effects are mediated through the positive effects of mindfulness on one's experienced affect and one's work relationships. I also examined interdependence as a moderator of the relationship quality-work outcomes relationship. The research study employed an experimental group of participants in a mindfulness-based program and a nonequivalent control group to test the specific hypotheses. Data were provided by multiple sources: mindfulness, affect, and role interdependence by study participants; relationship quality by coworkers; performance and citizenship behavior by supervisors. Analytic strategy was comprised of correlational analysis and regression as well as analytical procedures for moderated mediation. The mindfulness-based programs were effective in increasing mindfulness, particularly for those participants who were lower in mindfulness prior to program participation. Participants also experienced improved affect. However, the proposed model relating mindfulness to work outcomes was not supported. Mindfulness was significantly related to positive and negative affect as predicted; however, mindfulness was not significantly correlated with relationship quality or job performance. Its significant relationship with citizenship behavior was in the opposite direction as hypothesized. In the full model, coefficients for mindfulness, experienced affect, relationship quality, and role interdependence in the prediction of job performance and citizenship behavior were not significant. Additionally, interdependence did not interact with relationship quality to predict work outcomes. Implications of the study for mindfulness-based programs in work settings and for future research are discussed.

Indiana University-Purdue University Indianapolis (IUPUI) / The body of literature regarding occupational callings has well established the positive effects of living one’s calling. Emerging research, however, identifies the double-edged sword nature of callings or in other words, the potential negative effects living one’s calling can have in spite of the positive effects. Nevertheless, there is a lack of consensus regarding the mechanisms explaining the negative effects of callings as well as a lack of direction regarding how those living their calling may avoid or mitigate these negative effects. Drawing upon previous literature coupled with the Job Demands-Resources Model, I tested the degree to which called individuals are more susceptible to negative outcomes in the form of citizenship fatigue. I also tested a theoretical model to examine organizational citizenship behavior as the mechanism that accounts for the relationship between living a calling and citizenship fatigue. I additionally examined two moderators of this relationship: self-compassion and leader compassion. Hypotheses were tested using a two-wave survey design with 288 full-time employees. Results have implications for called individuals’ overall health and wellbeing, as well as for leaders and the company climate they foster.

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Background: Franchising is one of the most known and used business models for growing a company. It has been proven over the years and has many advantages and disadvantages. For a company to do it successfully and prove to be a profitable decision, it should be analyzed carefully from different perspectives. Purpose: This paper aims to provide a model and structure of how certain managerial factors affect the decision about a franchise store in the retail industry and its impacts on success. Ideas, concepts, theories, and information from previous research will be applied to a private company to analyze this model. The Research Question is: “To what extent do managerial factors concerning franchising a retail company affect its success?” Method: The effect of these managerial factors on the decision-making of franchisors was investigated through the use of real-life data from a private company. Several interviews with the owners of the company and a survey with current customers of the store were conducted to give insights and needed information for the analysis. Conclusion: This paper provides a model which can be used by a company that wants to franchise. Considering the different factors and following the steps, one can successfully decide if franchising is the right growing strategy for the company.