The purpose of this study was to determine if transformational leadership, motivation, organizational culture, and person-€organization (P-€O) fit predict retention of Black millennials compared to White millennials. This study also determined if transformational leadership mediated the relationship between motivation and retention, if motivation mediated the relationship between P-€O fit and retention, and if P-€O fit mediated the relationship between culture and retention. With the millennial population making up approximately 50% of the workforce by 2020, it is important for organizations to determine which factors are affecting their retention. To predict employee retention, each variable was measured with 5 reliable online surveys. Two theoretical frameworks were used to include P-€O fit, which focused on how organizational values influence behavioral outcomes, and expectancy theory, which focused on motivation, rewards, and behaviors. Seven research questions identified predictions of retention with a participant population of 170 (84 Black and 85 White). There were 7 analyses conducted to include a simple regression, multiple regression, mediation analysis, and independent samples t test. The results determined that all four variables were predictors of retention, P-€O fit and organizational culture were the only 2 variables that affected the Black population more than the White population, motivation and retention affected the White population more than the Black population, and transformational leadership did not have an effect on retention of Black or White millennials. From this study, social change can occur when organizations modify their hiring processes and work environments to suit the needs and goals of Black millennials.

The problems encountered when empirical fit is used as the sole criterion for choosing a distribution to represent annual flood data are discussed. Some theoretical direction is needed for this choice. Extreme value theory is established as a viable tool for analyzing annual flood data. Extreme value distributions have been used in previous analyses of flood data. How�ver, no systematic investigation of the theory has previously been applied. Properties of the extreme value distributions are examined. The most appropriate distribution for flood data has not previously been fit to such data. The fit of the chosen extreme value distribution compares favorably with that of the Pearson and log Pearson Type III distributions.

Seniors are a growing segment of the population of the United States. By 2030 they will make up nearly 20% of the general population. Senior citizens face many health challenges as they age. Injury due to falling is a major concern for many in this age group. Research shows that approximately one third of seniors will fall each year. Injuries that result from falls have been identified as the number one cause of accidental death in this age group each year. While falls have been studied by researchers for a number of years, and some progress has been made in finding ways to improve balance in seniors, the high incidence of falls continues to plague this demographic. Many of the current treatments to improve balance are too expensive, not accessible, or not motivating for seniors. This research project explored the effect of using a readily available video-game system to address these barriers. The Wii Fit gaming system was used with participants three times each week for 30 minutes and the resulting changes were documented. The Berg Balance Scale and Timed Up and Go test, both frequently used by professionals to assess balance in seniors, were used to document balance change. Every participant showed improvement. The Activities-specific Balance Confidence scale, which is used to measure a person's fear of falling, was also used to assess the participant's confidence in their balance as well as the level of fear associated with falling. The results of this test were positive but not to the extent of the balance tests. Finally, each participant was interviewed to assess how easy to use the participants felt the Wii Fit was as well as the motivational qualities of the Wii Fit as a balance tool. Answers given by the participants in the interview were generally positive. These results indicate that the Wii Fit gaming system may be beneficial for improving balance in seniors.

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The hospitality industry continuously seeks to recruit available talents from a variety of sources in order to provide uniquely satisfying services to customers. This has become a more challenging task with companies expanding their business into markets where cultures are dissimilar to those of the US, and the customers are more diversified. Although various studies have discussed different aspects of recruitment, they have not examined the relationship between recruitment messages and cultural difference extensively. Additionally, the current understanding with regard to person-organization (PO) fit perception is limited as well. This study aims to investigate the influence of context orientation, which is defined as the level of information explicitness in the transmitted communications (Hall, 1977), on job seekers' preference for recruitment messages, PO fit, and job application intention. Measurement items were developed based on a review of the literature. Using a paper-based questionnaire, a total of 350 college students majoring in hospitality and tourism management from three universities located in US and Taiwan, were sampled. Factor analysis was employed to identify the underlying structure among measurement items. Overall, eleven factors were extracted: six factors measured context orientation, three factors measured recruitment messages preference, and two factors measured PO fit. Structural equation modeling and multiple regression analysis were then incorporated to examine proposed relationships between constructs. Results from the statistical analysis indicated the relationships between context orientation, preferences for recruitment messages, PO fit, and job application intention were all positively related. Additionally, individuals who exhibited the qualities of low-context orientation were found more likely to prefer recruitment messages that incorporated a higher level of detail, precision, and directness. However, the proposed theoretical model was validated with the US group only. This study did not find support with the Taiwan group and with both groups combined. The findings provided some insight into the study of recruitment in the hospitality industry and its relationship with cultural differences. Further, the managerial implications were explored and a discussion of both the limitations of and suggestion for future research were discussed. / Ph. D.

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No description available.

No description available.

The career anchors concept is an approach to understanding career orientation and motivation. The original career anchor model was introduced by Schein in 1974. Several investigators have created revisions of the model to make it more useful. This dissertation is a continuation of the quest to evaluate the original model and the revised models with respect to empirical support. This study is the first of two studies in which measurement methods are devised to solve the psychometric problems of previous measures. In this study we create and test an "economic exchange" model to correct the problem of acquiescent bias. We test five career anchor models and this new scaling method against two sets of data. The first consists of data from 330 participants we collect in the present study, and the other is a set of correlation matrices from Barclay's dissertation meta-analysis of six previous studies from the literature. We find that the economic exchange method creates greater variances in the ratings (both within each person and across persons) as predicted, but the hypothesis of predicted increase in the range of correlation coefficients for this method is not supported. In its present form the economic exchange method is not found to be superior to the standard Likert scale method. In addition, the oppositionality of career anchor choices does not increase for older respondents as expected. From a confirmatory factor analysis test of goodness of fit of the five models against the six datasets of this dissertation and the six studies from Barclay's meta-analysis, we find no evidence for one best career anchors model. That is, the five competing theoretical models seem to each be "best" in some situations or populations.

This causal and correlational study was designed to extend the Technology Acceptance Model (TAM) and to test its applicability to Valencia Community College (VCC) Engineering and Technology students as the target user group when investigating the factors influencing their decision to adopt and to utilize VMware as the target technology. In addition to the primary three indigenous factors: perceived ease of use, perceived usefulness, and intention toward utilization, the model was also extended with enjoyment, external control, and computer self-efficacy as antecedents to perceived ease of use. In an attempt to further increase the explanatory power of the model, the Task-Technology Fit constructs (TTF) were included as antecedents to perceived usefulness. The model was also expanded with subjective norms and voluntariness to assess the degree to which social influences affect students decision for adoption and utilization. This study was conducted during the fall term of 2009, using 11 instruments: (1) VMware Tools Functions Instrument; (2) Computer Networking Tasks Characteristics Instrument; (3) Perceived Usefulness Instrument; (4) Voluntariness Instrument; (5) Subjective Norms Instrument; (6) Perceived Enjoyment Instrument; (7) Computer Self-Efficacy Instrument; (8) Perception of External Control Instrument; (9) Perceived Ease of Use Instrument; (10) Intention Instrument; and (11) a Utilization Instrument. The 11 instruments collectively contained 58 items. Additionally, a demographics instrument of six items was included to investigate the influence of age, prior experience with the technology, prior experience in computer networking, academic enrollment status, and employment status on student intentions and behavior with regard to VMware as a network virtualization technology. Data were analyzed using path analysis, regressions, and univariate analysis of variance in SPSS and AMOS for Windows. The results suggest that perceived ease of use was found to be the strongest determinant of student intention. The analysis also suggested that external control, measuring the facilitating conditions (knowledge, resources, etc) necessary for adoption was the highest predictor of perceived ease of use. Consistent with previous studies, perceived ease of use was found to be the strongest predictor of perceived usefulness followed by subjective norms as students continued to use the technology. Even though the integration of the task-technology fit construct was not helpful in explaining the variance in student perceived usefulness of the target technology, it was statistically significant in predicting student perception of ease of use. The study concluded with recommendations to investigate other factors (such as service quality and ease of implementation) that might contribute to explaining the variance in perceived ease of use as the primary driving force in influencing student decision for adoption. A recommendation was also made to modify the task-technology fit construct instruments to improve the articulation and the specificity of the task. The need for further examination of the influence of the instructor on student decision for adoption of a target technology was also emphasized.