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This study is the first in a series of planned studies on the application of multidimensional visualization of business information and data within the context of accounting. The study's research question is: When is multidimensional visualization of information a better problem representation, improving both the effectiveness and efficiency of a spatial accounting judgment? To examine when multidimensional visualization can assist auditors in configural cue pattern recognition, the study employs the traditional DuPont analysis as the three pieces of key information to be represented on the X, Y, and Z axes of a single 3-D perspective display. To help determine when use of 3-D perspective display is beneficial in combining pieces of information, I rely on Vessey's (1991) Cognitive Fit Theory, and the Proximity Compatibility Principle (PCP) proposed by Wickens and Carswell (1995). The study has two hypotheses. Hypothesis H1 predicted that participants viewing a set of 2-D displays will be the most effective or most efficient in generating hypotheses for what caused the changes in the trend of accounting data or in estimating values. Hypothesis H2 predicted that participants viewing a single 3-D perspective display will be the most effective or most efficient in recognizing patterns of accounting data or in generating hypotheses for what caused the emerged pattern. To test the hypotheses of the study a 3 x 2 between-subjects design (display format x task) is used. The independent variables are display types and task types. Graphical display was manipulated at three levels: no graphical display (table only), 2-D display, and 3-D perspective display. Task was manipulated at two levels: trend analysis and pattern recognition task. The need for a fit between different types of spatial tasks and display formats is demonstrated by the findings of this study: 1) that 2-D displays appear to be more suitable for spatial tasks involving the generation of hypotheses for causes of trends in accounting data, while 2) 3-D perspective displays appear to be more suitable for spatial tasks involving pattern recognition in accounting data.

Conflict resolution research has resided at both the individual and group level for the many years. However, recent findings have provided evidence for the existence of conflict resolution strategies at the cultural level. As these recent findings indicate, the existence of such resolution styles at that macro level can have great implications on organizational outcomes. Therefore, the first goal of this study was to examine if these conflict resolution cultures would predict outcomes such as job satisfaction, organizational commitment, and psychological withdrawal behavior. Similarly, research on P-O fit has also provided some very interesting insights into employee behavior and attitudes. Given the idiosyncratic nature of conflict resolution and the recent findings mentioned in the previous paragraph, the second goal of this study was to examine if perceptions of congruence between an individual’s resolution style and the organization’s resolution style would affect job satisfaction, organizational commitment, and psychological withdrawal behavior. Finally, it was determined that perceptions of resolution (i.e. was the conflict constructively resolved) would be an appropriate and rather informative mediating variable for the relationships proposed above. Data was collected using a web-based survey software, which garnered 212 participants for the analysis. Evidence was found to support a majority of the proposed hypotheses. All three-conflict resolution cultures (collaborative, dominant, and avoidant) predicted the outcome variables in the directions consistent with both logic and the literature. Similarly, perceptions of resolution did mediate six of the nine proposed relationships between the resolution cultures and the outcome variables. Two of these mediation analyses were not conducted due to an insignificant initial bivariate correlation. Support was also found for all three proposed direct effects between perceptions of congruence and the proposed outcome variables. Finally, perceptions of resolution mediated the relationship between perceptions of congruence and all three-outcome variables. Again, the directions of these findings were consistent with both logic and the literature. Both the theoretical and practical implications, as well as the limitations with this study will be discussed.

Certain job characteristics have been shown to be important for improving employee job fit. In particular, the degree of autonomy and feedback employees are afforded could allow them to more effectively manage job stressors, and acquire and/or uphold the requisite skills to maintain satisfactory work performance. These job characteristics may also lead to greater job satisfaction by supporting employees’ need for continuous growth, desire for social connectedness, and fulfillment of basic psychological needs. Accordingly, a model was proposed wherein the facets of person-job fit (demands-abilities fit and needs-supplies fit) are expected to mediate the relationship between both autonomy and feedback and both employee job satisfaction and task performance. The sample contained 228 individuals who were either working professionals or employed college students. Structural equation modeling (SEM) analysis was used to test the direct and indirect effects. Results indicated that both autonomy and feedback increase satisfaction, but not effectiveness, by improving job fit. In summary, the findings of this study could be used for developing and implementing organizational strategies to improve or maintain person-job fit.

The purpose of the current study was to investigate factors in the work environment that impact job burnout among academic support professionals who work with college student-athletes. Specifically, the factors of job control match, fairness march, rewards match, and workload match were explored. Additionally, the extent to which emotional exhaustion and depersonalization had an effect on turnover intention was explored. Job burnout has been found to have negative impacts on professionals in human services professions. The sample consisted of academic advisors and learning specialists affiliated with National Collegiate Athletic Association (NCAA) Division I programs. Results suggest academic support professionals experience a high level of emotional exhaustion related to a mismatch in perceived job control, rewards, and workload. Additionally, higher levels of emotional exhaustion were found to significantly impact turnover intention. Practical solutions that address job mismatches are discussed along with theoretical implications for the person-environment fit framework applied in the context of the sport industry.

Electronic medical records (EMRs) or electronic health records have been in use for years in hospitals around the world as a time-saving system for patient record keeping. Despite its widespread use, some physicians disagree with the assertion that EMRs save time. The purpose of this study was to explore whether any time saved with the use of the EMR system was actually devoted by doctors to patient-care and thereby to improved patient-care efficiency. The conceptual support for this study was predicated employing the task-technology fit theory. Task-technology theorists argue that information technology is likely to have a positive impact in individual performance and production timeliness if its capabilities match the task that the user must perform. The research questions addressed the use of an EMR system as a time-saving device, its impact on the quality of patient-care, and how it has influenced patients' access to healthcare in Nigeria. In this research, a comparative qualitative case study was conducted involving 2 hospitals in Nigeria, one using EMRs and another using paper-based manual entry. A purposeful sample of 12 patients and 12 physicians from each hospital was interviewed. Data were compiled and organized using Nvivo 10 software for content analysis. Categories and recurring themes were identified from the data. The findings revealed that reduced patients' registration processing time gave EMR-using doctors more time with their patients, resulting in better patient care. These experiences were in stark contrast to the experiences of doctors who used paper-based manual entry. This study supports positive social change by informing decision makers that time saved by implementing EMR keeping may encourage doctors to spend more time with their patients, thus improving the general quality of healthcare in Nigeria.

Lack of effective selection and training of employees for positioning within a business can have extensive financial repercussions. Fostering mentoring relationships between leaders and employees increases competitive advantage and institutional financial growth. However, there is limited research that supports the role of mentoring leadership styles for improving organizational productivity. The purpose of this single case study was to explore strategies used by business managers to select and individually train employees for opportunities within the organization to achieve job-person fit. The sample included 5 business managers employed within a medium-sized organization in a consultation firm in the mid-Atlantic region of the United States. Strategic human resource management theory formed the conceptual framework for this study. Data collection used semistructured interviews and employee performance evaluations. Yin's 5 steps for qualitative data analysis provided the process for organizing the data and conducting the data analysis. Four themes emerged from the data analysis including job-person fit, organizational culture, employee relationships, and performance management. Potential contributions to positive social change include increasing employee retention rates, which could benefit local business economies due to the retained employees'sustained local buying power and contributions to their communities' charities.

Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.

Person-Environment (PE) Fit has been a subject of research interest for over 100 years, and although much is know about the consequences PE fit and the types of PE fit, the actions that people take in pursuit of this desirable condition are less well understood. This dissertation develops and tests a model that explains how personality traits influence individuals' choice of coping mechanisms used in pursuit of PE Fit and their ability to use them effectively. Achievement and anxiety motivations influence the choice of coping mechanisms used in pursuit of fit. The efficacy of these coping mechanisms to change the level of PE fit is determined by individuals' ability to respond to feedback from the environment, indicated by narcissism. I also explore the influence of aspects of change in the environment that drive individuals to cope with uncertainty during times of change. Finally, the level of fit achieved and the changes in fit made over time influence individuals' well-being and organizational commitment. I test this model using a pilot study sample of student teams assessed over the course of 5 time periods and a field study sample of working adults assess over the course of 4 time periods. I analyzed this data using Regression, Structural Equation Modeling, Random Coefficient Modeling, and Latent Growth Modeling.

Motivated by the Guaranteed Minimum Death Benefits (GMDB) in variable annuities, we are interested in valuing equity-linked options whose expiry date is the time of the death of the policyholder. Because the time-until-death distribution can be approximated by linear combinations of exponential distributions or mixtures of Erlang distributions, the analysis can be reduced to the case where the time-until-death distribution is exponential or Erlang. We present two probability methods to price American options with an exponential expiry date. Both methods give the same results. An American option with Erlang expiry date can be seen as an extension of the exponential expiry date case. We calculate its price as the sum of the price of the corresponding European option and the early exercise premium. Because the optimal exercise boundary takes the form of a staircase, the pricing formula is a triple sum. We determine the optimal exercise boundary recursively by imposing the “smooth pasting” condition. The examples of the put option, the exchange option, and the maximum option are provided to illustrate how the methods work. Another issue related to variable annuities is the surrender behavior of the policyholders. To model this behavior, we suggest using barrier options. We generalize the reflection principle and use it to derive explicit formulas for outside barrier options, double barrier options with constant barriers, and double barrier options with time varying exponential barriers. Finally, we provide a method to approximate the distribution of the time-until-death random variable by combinations of exponential distributions or mixtures of Erlang distributions. Compared to directly fitting the distributions, my method has two advantages: 1) It is more robust to the initial guess. 2) It is more likely to obtain the global minimizer.