<p> The research investigates the intersection of personality and motivation, and specifically, the predictive relationship between factors of the five-factor model of personality and the categories of the Assessment of Individual Motives-Questionnaire motivation model. Although significant research into multi-trait personality models exists, there is significantly less research into multi-trait motivation models and little research into how multi-trait models in these two fields intersect. No research exists within this field for human resource professionals. A canonical correlation analysis was chosen to properly represent all potential between-factor effects of the two variable sets. The resulting data met all assumptions and showed statistical significance. The results showed significance for the overall canonical correlation between the predictor and the outcome variables and showed that there were three statistically significant canonical functions between the two sets of variables. Four personality variables and three motivation variables met the statistical cutoff showing contribution to the canonical correlation. These results showed that the personality factors of Agreeableness and Conscientiousness negatively predicted the motivation category of Competitive. The personality factor of Extraversion predicted the motivation category of Cooperative, and the personality factor of Openness predicted the motivation category of Integrity of Self. These results suggest an opportunity for further investigation into the relationships between Openness and Integrity of Self, and between Conscientiousness and Competitive. Also, more canonical correlation research into this field may help understanding these complex relationships. Finally, extending this research to the public could provide a better understanding of personality and motivation outside the workplace.</p><p>

<p> The focus of the qualitative case study was to understand how innovative work behavior was affected by leaders&rsquo; relationship with their employees to enhance job commitment in the grocery retail industry. Specifically, the research involved exploring how the leader and employee relationship can affect employee engagement as a mediator for innovative work behavior. Innovative work behavior is when an employee is generating and implementing useful ideas. The general business problem was that organizations in the grocery retail industry lack innovative work behaviors to meet the market demand for innovation and remain competitive. The study involved triangulating three data sources: open-ended, semistructured interview questions used with one-on-one interviews; a focus group; and public documents from the participating organization headquartered in the western United States. The central research question was as follows: How do grocery retail industry knowledge workers&rsquo; relationships with their leaders affect their commitment and ability to generate and implement ideas? Triangulating the data sources helped to better describe the dominant themes that answered the overarching central research question and indicated leadership style is a significant antecedent to employee engagement that can promote the generation and implementation of useful ideas leading to continuous innovation. High-quality leader-member exchanges that promote mutual respect and trust can stimulate employee engagement that may help the employee generate useful ideas and ways to implement these ideas. The unexpected findings were the trends and preferences revealed within generational groupings from all 11 study participants. Understanding the unique generational differences provides insight into leadership practices to promote innovative work behavior. The needs and wants expressed by the millennial participants indicated their leaders should be more of a coach and mentor. The Generation X and baby boomer participants were seeking more autonomy and resources to explore ideas. Future researchers could consider exploring a deeper understanding of the multigenerational knowledge workers&rsquo; needs and wants to help leaders stimulate employee engagement and increase innovative work behavior.</p><p>

<p> A compelling dynamic work-life balance is necessary in order to create successful women in leadership roles. Women leaders face unlimited demands predominantly in the areas of family and the career. These competing interests have posed many challenges, sacrifices, and problems for career success. The literature mentions the dynamics of the work (career/ambition) and environment have resulted in a large amount of pressure and instability for women in leadership roles who try to balance work and lifestyle (family, health, leisure, pleasure, and spiritual development). The lack of work-life balance may cause high levels of anxiety, conflict at home, and make it difficult to achieve and develop their full potential. As a result, women leaders can experience job burnout, and stress. This presentation is part of a larger study on Work-Life Balance, career success, and; women in leadership roles.</p><p>

<p> The present study investigated working memory capacity and the affect it has on employees to perform their job and to be innovative. The study also considered moderation of effort and stress to the relationship of working memory capacity to job performance and innovation. As cognitive ability has a strong relationship with working memory, this study aimed to determine if working memory is a stronger predictor of job performance and innovation than intelligence. This study did not find that working memory was statistically significant with job performance or innovation. Support was also lacking in any significant relationship with the moderation of effort or stress. </p><p>

<p> The present study compared the validity of a new graphic probe presentation technique for the Situation Awareness Present Method (SPAM) with the established traditional text-based probe presentation method. Three primary research questions were to be answered: 1) Which method of assessing situation awareness will best predict air traffic controller (ATCo) performance? 2) Will the method of probe administration, graphics-based vs. text-based, affect the time to respond to the question?, and 3) Will the method of administration, graphics-based vs. text-based, affect the accuracy of probe responses? Participants performed a simulated air traffic control task using a Multi Aircraft Control System (MACS), which is a simulated mid-fidelity ATCo environment. SPAM probe questions were presented on an adjacent computer. Two manipulations were used during the course of this study: 1) the amount of aircraft in the sector at a given time (traffic density), and 2) the probe presentation technique (Graphic vs. Text-based), with the traditional SPAM dependent variables of probe accuracy, subjective workload, workload latency, and probe question latency. First, the findings of the present study show the shorter response time of text-based probes. Second, the findings of the present study show text-based probes to generate more accurate participant responses. Lastly, the findings of the present study suggest both text-based and graphic probes predict aspects of ATCo performance. However, only specific text-based probe questions predict Losses of Separation, the primary measurement of ATCo safety. While significant findings were discovered during the course of the present experiment, further research is needed to determine the validity and reliability of the present findings.</p><p>

<p>This study examined US enlisted veterans? personal agency during their transition from the military to civilian workforce. Veterans currently working in a civilian corporate environment were involved: 41 were surveyed, 10 were interviewed, and 80 supplied comments to the researcher?s LinkedIn request for responses. Participants were asked to describe their sense of personal agency and how it evolved over the time period before, during, and after military service. Participants offered slightly varying descriptions of their transition experience. In general, participants experienced low agency before military service, minimal agency at the start of military service that grew over time, and an unprecedented and sometimes paralyzing degree of freedom and agency after military service. Transitioning veterans are thus advised to understand that the psychological transition process is complex, increase their competencies through cultural immersion experiences and field research, maintain a learning mindset, and build a relevant and committed support team.

<p> Nurse dissatisfaction occurs when the quality in communication of persons affected by a cognitive decline is impacted during the transmission process. It is necessary to understand the nurse&rsquo;s perception of this situation and how alternative augmentative communication (AAC) patient-centered care intervention (PCCI) care planning provides the most advantageous strategy. The purpose of this Direct Practice Improvement (DPI) project is to understand how ten nurses perceived their level of dissatisfaction while communicating with patients with a cognitive decline before and after implementation of an AAC PCCI care plan intervention at a Long Term Care Home (LTCH) in Southeast Iowa. This project demonstrated the importance of implementing AAC PCCI care planning as a means to decrease nurse dissatisfaction when caring for individuals with cognitive decline. Their perception was measured prior and following implementation of the care plan. The project utilized Watson&rsquo;s theory of human caring to support the perceptual and qualitative nature of this project. A case study framework using qualitative open-ended questions solicited the nurse&rsquo;s personal perceptual view and experiences in answering the clinical questions. The data results of (N=10) nurse&rsquo;s narratives were analyzed. A confidence interval of 95% provided statistical significance supporting AAC PCCI care planning implementation as a means to improve nurse satisfaction. The measurable practice outcome of this project&rsquo;s AAC PCCI care planning implementation is effective in decreasing nurse dissatisfaction. A future recommendation is to provide a quantitative approach as a means to provide additional reliability. </p><p>

<p> Using US General Social Survey (GSS) data gathered between 2002 and 2014, this study investigates the determinant of women and men&rsquo;s job satisfaction and develops several hypotheses about the effects of children on men and women&rsquo;s job satisfaction. The primary theoretical background of the thesis is built upon gender division and job satisfaction literature and seeks to develop hypotheses about the perceptions of men and women regarding child-rearing and perceived effects of their professional life on their preschool-age children. This study found that a woman&rsquo;s job satisfaction is more likely to affect her perception that preschool-age children experience negative effects from her work than a man. This finding indicates that gender is an important factor that influences one&rsquo;s perception of their children&rsquo;s well-being in relation to their job satisfaction. The study also found that the number of children does not have a significant effect on men&rsquo;s job satisfaction, but is significantly and positively related to women&rsquo;s job satisfaction. Data collected in this study show that a woman&rsquo;s perception of whether her children are suffering from her work is more likely to affect her job satisfaction than a man&rsquo;s. After controlling for personal and job characteristics, multivariate analysis indicates gender is a significant predictor of women and men&rsquo;s job satisfaction. Policy implications regarding these conclusions are also discussed in the study.</p><p>

<p> Inadequate nurse staffing levels by experienced Registered Nurses (RNs) are linked to higher rates of patient falls, infections, medication errors, and even death. As a result of massive reductions in nursing budgets, combined with the challenges presented by a growing nursing shortage, fewer nurses work longer hours and care for sicker patients. This situation compromises care and contributes to the nursing shortage by creating an environment that drives nurses from the bedside. The purpose of this small exploratory master&rsquo;s thesis research study, which employed Husserl and Heidegger&rsquo;s approach of phenomenology, examined the experiences of acute care RNs who regularly maintain nurse-to-patient ratios of 1:5 or greater during a 12-hour shift, and the impact these ratios have on nurse satisfaction and retention at a small rural community hospital in North Carolina through a basic qualitative research methodology. Purposive sampling was utilized, and the inclusion criteria required the participants to have an active unencumbered RN license and work in one of the acute care units at the hospital. If the RNs held any managerial or supervisory role at the hospital, they were excluded from the study. Semi-structured interviews using open-ended questions were utilized to collect rich, contextual data until data saturation occurred. Open and axial coding of the data documented in a code/theme frequency table, facilitated the discovery of central themes within the data including: the current system at work, what if it goes wrong, working with others, things nurses must do, and things nurses feel. The evidence from this basic qualitative study aligns with the published literature regarding the higher nurse-to-patient staffing ratios and supports making a proposal to the hospital&rsquo;s administration for creating a patient acuity score that allows for a nurse staffing grid based on acuity, to improve patient safety and nurse satisfaction and retention.</p><p>

<p> This research was an investigation into the retirement experiences of people who reported that they really enjoyed (or continue to enjoy) work. A brief history of retirement and a literature review of theories of human development relevant to retirement were provided. Myths about retirement were addressed. A new definition of retirement was offered. Retirement was found to be, for most people, a desired and positive experience. Outliers were identified for whom this was not the case, among them, those who really liked or like their work. This project investigated the retirement experiences of these workers when they retired after a primary career, and when they decided never to retire. Many of those who really liked or like their work were found to prefer their working lives to retirement.</p><p>