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Stepping Stone or Stumbling Block? The Impact of Prior Military Service on Hiring Managers' Perceptions of Warmth, Competence, and HirabilityPerez, Ryanzo W. 15 August 2017 (has links)
<p> 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 would be rated lower in warmth, competence, and hirability than nonveteran job applicants. It was also hypothesized that application materials with warmth and competence manipulations would be rated higher in warmth, competence, and hirability. The third hypothesis posited that there would be a three-way interaction between veteran status, application materials, and hiring managers’ implicit person theories such that the difference between veterans and nonveterans in ratings of warmth, competence, and hirability would be attenuated when participants were presented with manipulated application materials and when they were incremental theorists. All three hypotheses were unsupported when tested with a 2 X 2 X 2 MANOVA. Exploratory analyses using a 2 X 2 X 3 design, however, found partial support for hypothesis three. Implications, limitations, and future research are discussed.</p><p>
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Discovering Relationships between Social Competencies of Emotional Intelligence and Employee Engagement within a Population of Business LeadersSmith, Sarah Sanders 18 August 2017 (has links)
<p> 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 various types of organizational leaders enhances charisma, connection, supports increased rates of promotion, and higher salaries. One measure of organizational effectiveness that has emerged more so in the research of the last decade is employee engagement. Although employee engagement has been studied, research regarding its association with the social competences of emotional intelligence has been limited. In this dissertation study I conducted research to investigate the potential relationships between emotional intelligence social competencies as representative measures of effective leadership traits in order to assess whether an association exists between relationship management and social awareness and the employee engagement scores a leader receives from his or her direct reports.</p><p>
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The Working Mom’s Tug of War: Trajectories of Work-Family Conflict and the Buffering Roles of Job and Family SatisfactionKim, Hak Yoon 28 August 2019 (has links)
No description available.
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Change Management in Business: An Empirical Investigation of Practitioner CompetenciesUnknown Date (has links)
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. / Includes bibliographical references. / James D. Klein, Professor Directing Dissertation; Bruce Lamont, University Representative; Marcy Driscoll, Committee Member; Jim Sampson, Committee Member.
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GAMIFICATION AS A VEHICLE TO ENCOURAGE BEHAVIOR CHANGECavanagh, Kevin V. 23 May 2019 (has links)
No description available.
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The Social Construction of Workforce Development Organizations in Singapore and Penang, MalaysiaBerry, Daniel E. January 1998 (has links)
No description available.
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Straight to the Heart: Cleveland Leaders Shaping the Next MillenniumJohnson, Shawana P. January 1998 (has links)
No description available.
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Capacity Building: An Appreciative ApproachStavros, Jacqueline M. January 1998 (has links)
No description available.
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Preparing for the workday: The effects of pre-work strategies on psychological engagement and well-beingNolan, Megan Theresa January 2019 (has links)
No description available.
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What’s Good in da Hood? Hoodology in OrganizationsJaks, Queen January 2020 (has links)
No description available.
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