<p> The primary aim of the following research was to investigate the impact of holding company corporate misconduct on subsidiary-employee attitudes regarding organizational commitment and job satisfaction, as well as how differing ethical integration strategies may moderate these relationships. This study relied on a quasi-experimental, vignette research design to elicit (and examine differences in) participant responses on a series of online, self-report survey measures. Manipulations within four conditions were used to test hypotheses related to subsidiary-employee perception of a parent company&rsquo;s ethical conduct. Specifically looked at was how the influence on job satisfaction and organizational commitment, the impact of subsidiary control over ethics policies following an acquisition and whether a greater reliance on social media may strengthen these relationships. Analyses revealed many significant main effects related to perceptions of ethical stance and policy control, however little support was found for the potential moderating effects of policy control or social media use. Nevertheless, there are many important implications which can be drawn from this research as well as additional questions which may necessitate a closer examination of contemporary acquisition strategy. </p>

<p> It has long been asserted that the quality of clinical supervision within the field of psychology does not receive adequate attention. Recent literature on supervision highlights trends and makes a strong case for competency-based requirements for clinical supervisors (Falender &amp; Shafranske, 2004). One such method for increasing the competency of clinical supervisors is formalized supervision training. Experts in this area have been highlighting the lack of formal supervision training in general as a current deficit in our efforts to train competent clinicians (Watkins, 2012). However, we currently have a limited view of the connection between formal supervision training and resulting improvements in supervisee experience of supervision. In an effort to better understand the impact of formal supervision training on the quality of clinical supervision, this research has gathered quantitative and qualitative information from internship site clinical supervisors and their supervisees regarding supervision training, development, and experiences within supervision in key areas highlighted by the American Psychological Association. By comparing the amount of supervision training of site supervisors with the supervision ratings of their supervisees, we may better gauge the value of formal supervision training. Supervisor development levels were also assessed to gain clarity on its relation to training experience as well as supervisee ratings.</p><p>

<p> This study examined the relationships among stress, differentiation of self (DoS), and burnout in Child Protection Services (CPS) workers. Bowen defined DoS as the capacity of an individual to modulate emotional responses, stay calm in the midst of crisis, maintain emotional responses in highly charged situations, maintain a coherent sense of self, and maintain balance between independence and closeness within relationships. This nonexperimental correlational and comparative study sought to determine whether stress predicts burnout when controlling for DoS and whether DoS moderates the relationship between stress and burnout. Furthermore, the study examined the differences between male and female as well as novice and veteran CPS workers&rsquo; level of stress, DoS, and burnout. Data from a sample of 243 CPS workers showed that stress significantly predicted burnout when controlling for DoS, and DoS did not significantly moderate the relationship between stress and burnout. The results also found that there are no significant differences between male and female, novice and veteran workers&rsquo; level of stress, DoS, and burnout. A major finding was that the overall model for the domains of burnout showed stress and DoS to significantly predict emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA). Stress significantly positively predicted EE (<i>&beta;</i> = 0.56, <i>t</i> = 10.18, <i>p </i> &lt; .001), whereas DoS significantly negatively predicted EE (<i> &beta;</i> = -0.18, <i>t</i> = -3.22, <i>p</i> = .001). Stress significantly positively predicted DP (<i>&beta;</i> = 0.29, <i>t</i> = 4.53, <i>p</i> &lt; .001), whereas DoS significantly negatively predicted DP (<i>&beta;</i> = -0.24, <i> t</i> = -3.83, <i>p</i> &lt; .001). Stress significantly negatively predicted PA (<i>&beta;</i> = -0.24, <i>t</i> = -3.65, <i> p</i> &lt; .001), whereas DoS significantly positively predicted PA (<i> &beta;</i> = 0.21, <i>t</i> = 3.17, <i>p</i> = .002). In other words, those who reported high stress tend to have high level of EE and DP, and reduced PA. Conversely, those who reported high DoS tend to have low level of EE and DP, and higher PA. Despite limitations, the study sheds new light on the relationship between DoS and burnout and indicates the need for further research on the explicit role of Dos in predicting burnout. </p>

<p> Effective leadership is an integral component to ensure organizational excellence. Scholarly inquiry related to substance use, abuse, and addiction&rsquo;s impact on the organization has been abundant while investigation of the effects of substance or behavioral addictions on leadership capacity was scant. Addiction, of any kind, leads to biological, psychological, and social dysfunction, incurring harm to addict, their families, followers, and the workplace. Within the context of the organization, as sexual addiction is often considered a taboo and undiscussable topic, inquiry regarding this topic was minimal. The purpose of this qualitative study was to explore the influence of sexual addiction on the leadership capacity of 7 leaders while in active addiction and in recovery. A related question considered how their organizations may have been affected by leader behaviors in both active and recovering states. Findings included active addiction having manifested in harmful and destructive leader behaviors to followers and the organization. Regarding recovery, these leaders&rsquo; personal experiences included: increased self-awareness and self-regulation, transparency, ongoing commitment to 12-step recovery program activities, and psychological growth. Benefit accrued to their organizations included: increased team collaboration, positive social exchanges, follower development, and enhanced organizational outcomes.</p><p>

Thesis (Ph. D.)--Rutgers University, 2009. / "Graduate Program in Sociology." Includes bibliographical references (p. 288-297).

<p> The Female-To-Male (FTM) transgender community has begun to receive a lot of attention in recent years. Academic research executed with a focus on the experiences of the FTM community is also growing quickly and exploring issues and concepts beyond transition. The effect of social expectations on the leadership experiences of FTM leaders has yet to be examined, specifically the influence of the social expectations of masculinity and leadership on FTM leaders. This dissertation seeks to capture the experiences of 4 transgender men who hold, or have held, leadership roles in their organizations of employ and to inquire about how the social expectations about what it means to be a man, or how to appropriately behave to be perceived as a man, affects themselves as leaders as well as their leadership experiences. The work also elucidates a relationship between socially-imposed stereotypes on gender identity development as well as the importance of gender identity gaining recognition as a workplace well-being issue.</p>

<p> The present mixed-methods study examined how 19 experienced change leaders cope with ambiguity during transformational organizational change and whether mindfulness helps them do that. Study findings indicated that practitioners react in varying ways to ambiguity and employees generally react negatively. Change leaders rely on personal coping and project initiation strategies, ongoing guidance and support, agile and action-oriented approaches, courageous and bold leadership, and trust in their process to manage ambiguity for themselves. To help others deal with ambiguity, change leaders repeatedly articulate the change vision and direction and demonstrate confident, strong change leadership. Mindfulness appears to enhance leaders&rsquo; abilities to interact with others, maintain perspective, and attune with others&rsquo; emotional states. Mindful change leaders appear to more frequently practice self-awareness and self-care, seek professional advice and assistance, and exercise an agile, action-oriented approach to leading change as ambiguity coping mechanisms.</p>

Dissertation (Ph.D.)--University of Toledo, 2007. / Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Psychology." Bibliography: leaves 82-92.

Thesis (Ph. D.)--University of Toronto, 2008. / Includes bibliographical references.

<p> American females face challenges such as the glass ceiling, gender pay gap, and other hindrances due to gender discrimination. African American females face both gender and racial discrimination. The study consisted of 262 female undergraduate and graduate business students. An equal number of African American (131) and White American (131) females participated in the study. The purpose of this quantitative study was to examine the females&rsquo; leadership self-efficacy and leadership aspiration. In addition, the study focused on potential differences between the two groups of females. The findings revealed no significant differences between the two groups on leadership self-efficacy, nor for leadership aspiration, but the overall scores were high. Additional findings revealed ethnicity was found to moderate the relationship between leadership self-efficacy and leadership aspiration. At low levels of leadership self-efficacy, African American female business students have higher leadership aspirations than do White American female business students, while at high leadership self-efficacy, the White American female business students have slightly higher leadership aspirations than African Americans. Despite the possibility of the African American females in the study&rsquo;s history of double jeopardy challenges due to gender and ethnicity, they do not require higher leadership self-efficacy than their peers. This study highlights the unique challenges of females aspiring to leadership positions and the additional issues African American females potentially face. The future of female business students in America aspiring leadership is unique from their male counterparts. The findings are relevant to understand the converging of leadership, gender, and ethnicity in society.</p><p>