abstract: The problem of practice addressed in this mixed methods action research study is the underachievement of fifth-grade students in mathematics. This study explores the effects of an innovation designed to help students develop a growth mindset by utilizing self-regulation strategies to improve academic growth in mathematics. Students’ underachievement in mathematics has been illustrated by both state and international assessments. Throughout the decades, mathematics instruction and reforms have varied, but overall students’ psychological needs have been neglected. This innovation was designed to develop students’ psychological characteristics regarding facing challenges in mathematics. For this purpose, two guiding theories were utilized to frame this research study, Dweck’s mindset theory and self-regulation theory. To address the research questions of this study, pre- and post-questionnaire data, observational data and student work was analyzed. Results of the qualitative data indicated that the innovation positively impacted students’ mindsets and use of self-regulation strategies. However, quantitative data indicated the innovation had no effect on students’ use of self-regulation strategies or academic growth, and a negative impact on students’ mindsets. / Dissertation/Thesis / Doctoral Dissertation Educational Leadership and Policy Studies 2020

Consideration set formation has been suggested as an important decision-making stage prior to choice. The current research focuses on consideration sets in the memory-based choice context and addresses the gaps in the existing literature by investigating the effects of mindset abstraction on memory retrieval and the number of considered choice alternatives retrieved from memory. I propose that individuals in a concrete (vs. abstract) mindset think more contextual and specific details (vs. fewer essences) about a certain decision situation; therefore concrete and fine-grained mental representations, compared to abstract and rough representations, will activate more associated cues in memory and lead to larger memory-based consideration sets. Through a word association task, studies 1a and 1b show that concrete mindsets leads to more proliferative associations and a greater number of conceptual cues than abstract mindsets. In the domain of product consideration (i.e., snack and dinner), studies 2a and 2b directly demonstrate that individuals in concrete mindsets form a larger memory-based consideration set than ones in abstract mindsets. I further propose the Hypothesis of Top-down versus Bottom-up Approach of Memory Retrieval to explain the mechanism that underlies the mindset abstraction effect on size of memory-based consideration sets. Studies 3 and 4, using an episodic memory paradigm, support this hypothesis and reveal that the type of retrieval cues (superordinate vs. subordinate cues) used by individuals in an abstract versus a concrete mindset determines the likelihood that a brand is considered, and that the richer associations located at the subordinate level contribute to a greater number of choice alternatives that people consider in a concrete mindset. The theoretical contributions, practical implications, and future research directions of this research are finally discussed.

Background and Aim: Most organisations today operate in a globally complex environment that is dynamic, highly competitive and extremely unpredictable (Tarique & Schuler, 2010). Other than the external circumstances, these authors further maintain that organisations are facing various global challenges: talent exiting organisations, managing older mature workers versus managing younger workers and a scarcity in the required competencies for the specific requirements of the positions within the organisation. As mentioned by Bersin (2011) “We are entering a new era of unparalleled talent scarcity which will put a brake on economic growth around the world, and fundamentally change the way we approach workforce challenges.” The challenge arguably presented to many organisations is that they have to think globally and at the same time manage their human capital in a systematic manner in an attempt to gain and sustain future competitive advantage (Tarique & Schuler, 2010). The Talent Mindset of leaders plays an important role in the effective implementation of Talent Management practices. Talent management is a construct that evolves around the concept of leadership mindset (McArdle & Ramerman, 2008). Talent management involves the implementation of integrated human resource strategies to attract, develop, retain and productively utilize employees “with the required skills and abilities to meet current and future business needs” (Kontoghiorges & Frangou, 2009). It is a culture that contributes to and unleashes passion, commitment, and performance of people which in turn contributes to the organisation achieving its mission, vision, and business goals (McArdle & Ramerman, 2008). This means that the leaders of an organisation need to apply a talent mindset and the outcomes thereof on employees and the organisation as a whole. According to Schiuma, Mason and Kennery (2007) leaders have the task of unleashing organisational energy which in turn can have a significant impact on the well-being of employees (Derman, 2009). Managing talent and organisational energy thus means managing the sources of energy dynamics and creating a thriving work environment in which individuals will experience both a sense of vitality and a sense of learning at work (Schiuma et al., 2007; Spreitzer et al. 2005). Individuals who feel a sense of vitality and aliveness are more likely to be mentally and physically healthy (Keyes cited in Spreitzer et al. 2005). The overall purpose of this study was to determine the relationship between Talent Mindset, Organisational Energy and Work Wellness of employees in a multi-national company. This study aimed to describe, explore and understand the concepts Talent Mindset, Organisational Energy and Work Wellness and the interrelationships between them. Research Method: A quantitative approach was used to gather the data by means of three questionnaires namely the Talent Mindset Index (TMI), the EnergyScapes Profile (ESP) and the Shirom – Melamed Vigour Measure (SMVM). The questionnaires were distributed among a convenience sample of employees (N=485) in a South African multi-national company operating in the financial industry. The data were analysed by means of descriptive statistics, and factor analysis, which were followed by multiple regressions and Manovas/ Anovas to test each hypothesis. Results: The regression analysis conducted showed that talent mindset is a significant predictor of organisational energy and work wellness. Organisational energy is a significant predictor of work wellness and organisational energy mediates the relationship between talent mindset and work wellness. The results showed a statistically significant difference between age and the Talent Mindset dimensions but there was no statistically significant difference between gender, home language, race, years in the company, job level and basis of employment. The results further indicated that there is no statistically significant difference between organisational energy and the different biographical variables. It also indicated a statistically significant difference between gender and the SMVM dimensions, but not between marital status, home language, age, years in the company, geographical region, job level and basis of employment. Practical Relevance: This research highlighted the importance of a leader’s Talent Mindset and the impact thereof on individual outcomes such as organisational energy and individual well-being. This research clearly showed that Leaders who apply Talent Management practices sufficiently in organisations enhances employees’ perceptions of organisational energy which in turn have a positive impact on their wellness in the workplace. / Thesis (PhD)--University of Pretoria, 2012. / Human Resource Management / Unrestricted

Due to the passage of the Gainful Employment Rule of 2015, for-profit schools must ensure graduate employability, which forces vocational schools to make student success a priority. The concepts of stress mindset from the cognitive activation theory of stress and stress management self-efficacy from social cognitive theory were used in this study to assess the relationship of each to the employability of graduates. This study utilized a nonrandomized convenience sampling method and a multiple logistic regression with categorical dependent/criterion variables (gainful employment versus not) and continuous predictor variables (stress management self-efficacy, stress mindset) to compare the relationships. Stress mindset levels were measured using the stress mindset measure while stress management self-efficacy levels were measured by the stress management self-efficacy measure with 66 participants. The results of this study indicated that while both increased levels of stress management self-efficacy and a positive stress mindset were associated with a significantly increased likelihood of gainful employment, on its own, stress management self-efficacy was a better indicator than was stress mindset, on its own. The implications for positive social change from the results of this study, are a greater understanding of the importance of stress management self-efficacy and a positive stress mindset on the employability of technical school graduates. This knowledge could lead to the creation of improved stress management and stress mindset assistance for technical school students, which could lead to increased employability in these graduates.

This thesis sets out to study how entrepreneurial failure takes form and how entrepreneurs are affected by entrepreneurial failure. This study aims to contribute another perspective of the mindset of entrepreneurial failure to academic research. Through a qualitative method and a quantitate analysis, this study explores how failure takes form and how entrepreneurs respond to failure. This study present empirical material of failure present itself and how a larger personal investment in an entrepreneurial career affect entrepreneurs self-image. Entrepreneurs learn by direct interactions and failures are is part of an entrepreneurs learning process. The findings of this study present that entrepreneurial failure takes multiple different forms and failure within entrepreneurship presents itself when an entrepreneur has lost financial capital, clients, a larger amount of time invested in something who didn’t benefit the venture or energy. The findings in this study show how the idea of practising entrepreneurship as a lifestyle can have negative effects on entrepreneurs health and self-esteem. The analysis explains how entrepreneurs who differentiate themselves from their failures can learn from experience because they view their actions objectively.

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The purpose of this study was to gain insight into the factors of resilience that educators could replicate to increase the number of socio-economically disadvantaged students that successfully complete high school and continue to become successful adults. An examination of the factors that socio-economically disadvantaged individuals attribute to their success was conducted in this study. This study used interview data from 15 participants ranging in age from 21 to 80 years old. Nine themes emerged from the interview data that affects the resilience of socio-economically disadvantaged students. The 9 themes identified were 1) Definition of success is different for each individual, 2) Individual’s mindset, 3) Resilience and perseverance, 4) Evolving family structure and circumstances, 5) Limited family resources, 6) Increase in abusive/risky behaviors, 7) Caregiver’s educational support and high expectations, 8) Community support, and 9) School support. The themes presented are backed by the analysis of the data collected. Recommendations for educators and future research were made in hopes of replicating these factors to increase resilience in socio-economically disadvantaged students allowing them to become successful adults.

Despite multiple national, educational, and industry initiatives, women continue to be underrepresented in the cybersecurity field. Only 11% of cybersecurity professionals, globally, are female. This contributes to the growing overall shortage of workers in the field. This research addressed the significant underrepresentation of females in the cybersecurity workforce. There are many practitioner and industry studies that suggest self-efficacy, discrimination and organizational culture play important roles in the low rate of women in the cybersecurity field. A limited number of scholarly studies identify causal factors; however, there is not a general consensus or framework to explain the problem thoroughly. Moreover, there exists a significant gap in theoretical framework utilizing qualitative methods to demystify the complex factors of engaging females to pursue the cybersecurity field. This study utilized a grounded theory approach to interview twelve female cybersecurity professionals to discover their perceptions of the cybersecurity field. The participants revealed strategies that could encourage females to pursue the cybersecurity field. Data analysis included a data coding process and a constant comparative method of interview transcripts. This study identified four factors of engagement and one unexpected co-factor that are perceived to have an impact on decisions to pursue the cybersecurity field. The four factors identified were awareness, support, intrinsic and extrinsic values. The interesting find of the cybersecurity mindset profile factor that is perceived to enhance the success of career trajectory warrants additional research to discover the impacts on decision to pursue the cybersecurity field. This findings of this research gives women a voice in recommending strategies to encourage other females to pursue the cybersecurity field. The findings also aid in demystifying the complexity of the factors by organizing and categorizing them in a logical sense in order to present a theoretical model to encourage females into the field of cybersecurity. Moreover, this study provides holistic insight to academicians and practitioners in developing future cybersecurity professionals. Additionally, it adds to the body of knowledge by answering the call for that additional qualitative approaches in methodology by bringing data richness and to generate new theoretical frameworks in cybersecurity research.

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