The purpose of this paper is to show how leadership and culture are critical factors in organizational change. The vehicle through which this point is proved is by analyzing the organizational change processes of mergers, as mergers involve leadership and culture. Successful mergers are very rare, and it is hypothesized that not enough attention is paid to leadership and culture during mergers. This paper analyzes many of the factors that related to leadership and culture, such as transparency, trust, communication, and vision. Not only does this paper analyze these topics, but it also examines and applies a successful change strategy, tailored for mergers.

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Research on stress and burnout and their influence on empathy, engagement, and retention, in healthcare support staff is scarce in the literature. The theoretical framework for this study was the conservation of resources (COR) theory which claims that when people are stressed, emotionally exhausted, and experiencing burnout, they protect and preserve their physical and mental resources from becoming depleted by reducing their effort and withdrawing from work. The key research question was: Does burnout mediate the relationship between stress and empathy, engagement, and turnover intentions in healthcare support staff working in a Federally Qualified Health Center (FQHC)? This quantitative, non-experimental, mediation analysis included 83 female and 10 male healthcare support staff working in an FQHC. The variables were assessed using the Job Stress Survey (JSS), Oldenburg Burnout Inventory (OBI), Interpersonal Reactivity Index (IRI) – Brief Form, and the Behavioral Intentions to Withdraw Measure (BIWM). A path analysis was performed to estimate the magnitude of the relationships between the variables. The results indicate that burnout does not mediate the relationship between stress and empathy, but it does significantly predict engagement and turnover intentions. FQHCs serve vulnerable and medically complex patients in underserved communities, and when the negative impact of burnout in healthcare support staff is addressed, patients, providers, and staff can enable positive social change by achieving important clinical health outcomes for patients.

Past research has shown a relationship between teachers' personalities and their ability to motivate students to perform, suggesting that teacher behaviors are the most important catalysts for student empowerment. This descriptive quantitative research bridged a knowledge gap by assessing the statistical significance of the relationship between secondary teacher personality types, as measured by the Myers-Briggs Type Indicator (MBTI) assessment, and their ability to academically empower their students, as measured by EDUCATEAlabama. A convenience sample of 334 secondary educators completed the MBTI assessment and reported EDUCATEAlabama empowerment scores. A comparison of Title 1 high school and non-Title 1 high school data, via t tests, was assessed against each dichotomous MBTI scale. These tests determined that the only significant difference between personality preferences of the two sets of teachers was on the Judging-Perceiving scale. The t tests also assessed that there were no significant differences in empowerment scores on each dichotomous continuum for each group of teachers. The results of the study positively affects social change by showing that it is possible to achieve equity in the distribution of teachers' personality types. This balance sets the foundation for quality education for all students, thereby increasing the number of successful students and decreasing student dropout rates.

While organizations have significantly reduced the overt and intentional forms of sex discrimination that impeded women’s careers in the past, a great deal of research suggests women continue to face informal barriers in the workplace. One such arena in which women tend to be disadvantaged is in their workplace networks. In many ways, men and women have similar networks, yet women are less likely than their male counterparts to have personal relationships with high status coworkers. Scholars have long suggested that these strategic connections are valuable and may be especially beneficial to or necessary for women. Networking has long been touted as one way women can overcome workplace disadvantage by strategically developing and/or capitalizing on such networks, which can enable their success and satisfaction at work. However, networking is a considerable investment. Indeed, networking has been called women’s third shift, after work and family responsibilities. As such, it is vital that we understand how women and men can best capitalize on their investments in networking. This research seeks to add to our scholarly understanding by examining the extent to which men and women can translate their networking behaviors into high status connections and capitalize on those connections to enhance their performance and job satisfaction. Results suggest networking behaviors enable men and women to have friends with higher informal status. However, while men’s networking behaviors are related to having higher ranking (formal status) friends, women’s networking behaviors are related to having lower ranking friends. Post-hoc analyses begin to explore the possibility that these gender differences are due to choices made by or others’ reactions to male and female networkers. Results also distinguish between employees’ gender and legitimacy to shed light on how and why men and women can develop and capitalize on high status connections, providing practical implications for employees and organizations seeking to intervene to enable women and men to develop high status connections. This research uses multimethod data to illuminate ways in which both women and men can translate their networking behaviors into high status connections, workplace performance, and job satisfaction.

My research examines the importance of a particular form of cross-group brokerage in social networks wherein a person represents a bridge between his or her group and people belonging to a different group. Prior research on network brokerage and leadership emergence has failed to distinguish between brokerage in general and the kind of boundary-spanning between groups that is the focus of my research. Moreover, what we currently know about social network brokerage and leadership emergence comes either from highly abstracted laboratory-based work, or it comes research in relatively traditional work organizations with clear formal structures. It is unclear whether prior research from traditional organizational settings can be applied to nontraditional organizations in the so-called “creative industries,” which are the focus of my research. The core hypotheses my research examines are: (1) Do individuals whose friendship networks help them bridge between groups emerge as leaders in the eyes of others? And (2) Are people who are socially perceptive and socially skilled better at leveraging such boundary-spanning positions to win nominations of leadership from others? Data from the study come from interview and survey data from four different musical orchestras based in Korea.

This study explores the relationship between music and creativity. Prior research has conflicting results with some finding that music does influence creativity and some reporting no relationship and others finding that music is harmful to creativity. All of these studies, however, have largely focused on the presence vs. absence of music without consideration for the characteristics (i.e., musical key, tempo, etc.) that make up the sound we identify as music and their unique effects on us emotionally, physically, and cognitively. This dissertation contends that different characteristics of music influence different components of creativity (i.e., novelty and usefulness) through their effects on executive functions—working memory and inhibitory control. The hypotheses presented in this dissertation were tested in a 2x2 between-subject lab experiment with two different control groups (i.e., nature sounds and no audio) using 436 undergraduate students. The results provide support for the physiological and affective consequences of musical key and tempo. However, measures of creativity were unrelated with the proposed mediating mechanisms, making any conclusions about the effects of music characteristics on creativity difficult to draw. Reasons for this are discussed. It can be said, however, that it does appear that music is not harmful creativity as reported by previous studies. Directions for future research are also discussed.

Studies have found links between physician relationships with nurses, patient safety culture, and patient outcomes, but less is known about a similar link between physician relationships with allied health professionals (AHPs), patient safety culture, and patient outcomes. The purpose of this exploratory quantitative, survey study was to investigate whether physician interactions with AHPs contribute to improved patient-safety culture, AHP empowerment, and self-efficacy. Based on a theoretical framework consisting of structural empowerment, psychological empowerment, and self-efficacy, it was hypothesized that self-efficacy is predicted by structural and psychological empowerment and self-efficacy predicts a positive patient safety culture. The AHP Survey of Physician Collaboration was constructed using psychometrically sound items from instruments that have studied similar phenomena. A purposive sample with 95 respondents consisted of occupational and physical therapists currently working in hospitals. Pearson Product-Moment correlation, standard multiple regression analysis, independent groups t-tests, and one-way between groups analyses of variance were employed. Although the survey results did not indicate a statistically significant relationship between psychological empowerment and patient-safety culture, findings in this study indicated that patient-safety culture has a significant positive correlation with structural empowerment and self-efficacy. Structural empowerment and self-efficacy were found to significantly predict patient-safety culture. The results did not show differences based on gender, profession, age, or years of service. By illustrating the nature of the relationship between physicians and AHPs, the results of this study can affect social change through enhancing the ability to reduce the number of preventable negative health outcomes in hospitals.

There are many operational and organizational stressors in policing. This study was designed to gain a better understanding of what causes police officers in a rural southern state mental and physical stress and to determine how best to assist officers when they are dealing with stress. The purpose of this study was to determine whether organizational or operational issues cause more stress among police officers in a rural southern state. Qualitative research methods and the phenomenological approach to obtain data from participants who have experienced job-related stressors were used. The social construct theory, a theory of knowledge in sociology, was used for this study. Data were collected by conducting interviews with 14 current police officers in a rural southern state with a minimum of two years of experience in rural policing. The in-vivo coding method was used to code the interview data in MAXQDA software. The study revealed that 13 of the 14 participants attributed organizational issues as their main stress factor. The findings from this study may result in positive social change for police officers and subsequently the communities they serve. The police department and the community benefit when officers are in good physical and mental health. Gaining an understanding of what factors contribute to officers' stress and determining ways to treat the effects of stress could contribute to positive social change by having psychologically and emotionally healthy officers on the street and that could strengthen the partnership between a police department and the community it serves.