This dissertation examines the emergence of neoliberalism through an historical analysis of the evolution of the U.S airline industry. In 1938 the basic economic activities of U.S. airlines were placed under the regulatory oversight and control of the Civil Aeronautics Board. This institution of “regulated competition” persisted largely unquestioned until the economic crisis of the 1970s. Out of this crisis the Airline Deregulation Act was passed in 1978, eliminating most of these economic controls. Based on analysis of Congressional hearings, a key industry trade press ( Air Transport World), the general business press, and financial and labor market data on the airline industry I explain the stable reproduction of “regulated competition” from 1938–1973, the mobilization against regulated competition that began in 1973 that led to the reorganization of the industry in 1978, and the transformation of the market for air travel in the 1980s following the 1978 Airline Deregulation Act. Through analyzing this case of the transition from state interventionism to neoliberalism I make three interrelated historical and theoretical arguments. First, as an historical object neoliberalism is a contextual and often incoherent political project that to fully understand requires fine-grained analyses of the social spaces in which neoliberalism is inserted and adapted. Second, neoliberal deregulations such as occurred in the airline industry do not translate into a simple self-regulating market. Instead, what we observe in this case is that market actors rebuild institutions and reorganize social relations in order to protect themselves from market competition. Finally, at a theoretical level I argue that while analytically distinct networks and institutions are mutually constitutive of markets and interact with each other in the evolution of a market. This case demonstrates the back and forth dynamics of actors building social relations to transform institutions that then transform existing social relations that is the hallmark of market dynamics. Thus, at a theoretical level I draw out the importance of understanding the relationship between networks and institutions in understanding the evolution of markets as social fields, while at a historical level I argue that focusing on concrete cases of neoliberalism will help us understand the multiplex politics behind producing a neoliberal political economy and the unexpected consequences of it.

Despite the proliferation of innovation research in hospitality and tourism management literature, a salient research gap exists in systematically synthesizing previous research findings. This dissertation highlights the critical research gap and presents the holistic nomological networks of multilevel innovation in hospitality and tourism organizations through quantitative meta-analytic procedures. This dissertation synthesizes innovation research published before January 2023 and investigates various predictors of innovation at an employee (Study 1) and organizational (Study 2) level. In doing so, Studies 1 and 2 examine crucial moderators that provide an integrative understanding of how the investigated associations are contextually influenced. These findings contribute to building and developing theories in the literature and offer specialized managerial implications for practitioners to promote multilevel innovation processes in hospitality and tourism organizations. / Tourism and Sport

No description available.

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 distinct construct from organizational identification for employees working in professional sport. This study therefore provides empirical support for Todd and Kent's (2009) proposition that the sport industry contains areas of distinction in relation to employee psychology, where individuals in this setting have dual targets of identification which exist simultaneously and independently predict key attitudinal outcomes. / Tourism and Sport

Music festivals have become big business, bringing in $8.79B in global revenue in 2017, and continuing to grow with projected 2022 revenues of $13.7B. However, these events still function mostly as “temporary organizations,” with employees coming together for the distinct period of time that the event takes place in and fulfilling the tasks that need to be accomplished for the production to be successful. The process of festival production can be stressful, requiring the implementation of operating procedures and other guidelines to ensure that employees produce an optimal guest experience. Through a grounded theory study of managers and employees at three different music festivals and an historic case study, this work seeks to understand how operating procedures impact workers in temporary organizations. The results reveal a relationship between operating procedures and employee stress as well as guest experiences that suggest the more an organization is able to communicate procedures the less likely employees are to suffer stress. In addition, analysis unveiled the presence of “compensation anxiety” among festival employees as an occupational stressor not traditionally considered in the occupational stress or temporary organization literatures. / Business Administration/Human Resource Management

No description available.

<p> Advances in mobile communication technologies have made it easier for individuals to connect to the workplace during non-work time. The attraction of mobile devices by employers is they enhance productivity, reduce response time and costs, and enhance customer service, while at the same time an individual&rsquo;s constant connectivity to the workplace can cause conflict between the work and home domains. This research study focused on the individual&rsquo;s connectivity behavior after hours while using mobile technologies and the effect it had on work-life balance and organizational efficiency. The research study used a quantitative research methodology to survey Information Technology Professionals. The survey was sent to 877 potential participants, of which 329 responded. The focus of the research was to learn how the use of mobile technology after hours related to employee satisfaction, work-life balance, absenteeism, burnout, and the inability to detach from work. Results indicated a significant relationship between the use of mobile technology after hours and absenteeism, burnout, and the inability to detach from work, while indicating no significant relationship with work-life balance and employee satisfaction. Because mobile technologies are influencing the way we remain connected to the workplace during non-work time, it is important to understand how this technology affect work-life balance and organizational efficiency. The implication for both employer and employees is discussed with emphasis on strategies for maintaining work-life balance and employee satisfaction. </p>

<p> Interdependent work, where men and women work together in groups, is becoming an increasingly common part of today&rsquo;s workplace. In these interdependent settings, gender is not just an attribute of an individual (target gender), but also an attribute of the group as a whole (group gender composition). Recent research suggests that, in these interdependent contexts, it is group gender composition, rather than a target&rsquo;s gender, that affects group members&rsquo; evaluations of their group-mates (West, Heilman, Gullett, Moss-Racusin, &amp; Magee, 2012). The current research is the first to explore when and why group gender composition influences intragroup evaluations. </p><p> Across three studies, I tested two hypotheses. First, I hypothesized that group gender composition would influence intragroup evaluations via one of two routes&mdash;either via the target&rsquo;s behavior or via the perceiver&rsquo;s biased evaluations of the target. My second hypothesis was that increasing the amount of outcome interdependence (i.e. the extent to which group members are rewarded based on the group&rsquo;s performance instead of their own individual performance) experienced by a group would improve evaluations in female relative to male dominant groups. Consistent with past research, I expected that under conditions of low outcome interdependence intragroup evaluations would be more negative in female dominant than male dominant groups. However, under conditions of high outcome interdependence, I argue that a task may appear more female gender-typed (i.e. emphasize traits typically associated with women, like cooperation), and as a result, the influence of group gender composition on intragroup evaluations should dissipate. </p><p> Findings suggest that group gender composition biases perceivers&rsquo; evaluations of their group-mates. In Studies 1 and 2, there was no evidence that target behavior mediated the relationship between group gender composition and intragroup evaluations; moreover, in Study 3, group gender composition influenced intragroup evaluations even when targets&rsquo; behavior was held constant. </p><p> Consistent with my second hypothesis, level of outcome interdependence moderated the relationship between group gender composition and intragroup evaluations. For Studies 1 and 3, I found the expected interaction between group gender composition and level of outcome interdependence. When groups experienced low outcome interdependence, members of male dominant groups evaluated each other more positively than members of female dominant groups. Results reversed under conditions of high outcome interdependence, such that members of female dominant groups evaluated each other more positively than members of male dominant groups, albeit not significantly so. However, there was no evidence that moderation by outcome interdependence was due to changes in the perceived gender type of the task. Findings from Study 3 suggest that participants who experienced conditions of high outcome interdependence did not believe that the task was more female gender-typed than participants who experienced conditions of low outcome interdependence. Moreover, other methods for making a task appear more female gender-typed (using female gender-typed materials and framing a task as requiring female gender-typed skills) did not moderate the relationship between group gender composition and intragroup evaluations. </p><p> Results from these studies are the first to provide insight into when and why gender composition affects intragroup evaluations in interdependent task groups. The current research suggests that it is possible to improve intragroup evaluations for female dominant groups, relative to male dominant groups, and reduce bias based on group gender composition by rewarding group members based on group rather than individual performance. Additionally, the current research suggests making a task appear more female gender-typed (e.g. using traditionally female materials) may not be effective at reducing gender bias in group contexts.</p>

<p> Business alliances in the form of Mergers and Acquisitions have increased exponentially in the last few decades. Previous studies have established leadership as a critical success factor for mergers and acquisitions. This study aimed to explore individual differences in professional attributes that determine retention of a senior executive following a merger or acquisition. Of the 322 participants, 50%, 23%, and 7% of the participants in this study belong to management, senior management, and chief executive groups respectively. Policy capturing approach was used to identify which professional attributes lead to retention decisions. The study explored four dimensions of senior executive attributes in a 2* 2* 2* 3 factorial design. The findings reflect that on average decision makers prefer to retain senior executives who have a positive outlook for the impending merger or acquisition with a strong influence on subordinates, potential for growth, and strategically oriented.</p>

<p> The context for this qualitative case study evaluation was a 400 member United Methodist Church in southwest Michigan. Incongruence existed between the congregants' claimed spiritual development and minimal supernatural manifestations. Significant instruction has not resulted in change. The purpose of this project was to develop, implement, and evaluate a leadership training. The hypothesis was that peer coaching is an effective method to accelerate spiritual intimacy as measured by hearing God. Data analysis revealed three themes related to hearing God: hindrances, helps, and hearing. Hindrances must be addressed through helps in order to hear.</p>