Despite the proliferation of innovation research in hospitality and tourism management literature, a salient research gap exists in systematically synthesizing previous research findings. This dissertation highlights the critical research gap and presents the holistic nomological networks of multilevel innovation in hospitality and tourism organizations through quantitative meta-analytic procedures. This dissertation synthesizes innovation research published before January 2023 and investigates various predictors of innovation at an employee (Study 1) and organizational (Study 2) level. In doing so, Studies 1 and 2 examine crucial moderators that provide an integrative understanding of how the investigated associations are contextually influenced. These findings contribute to building and developing theories in the literature and offer specialized managerial implications for practitioners to promote multilevel innovation processes in hospitality and tourism organizations. / Tourism and Sport

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The concept of identifying with an organizational entity has been widely researched in the mainstream management literature, with organizational identification now positioned as a key construct in organizational research (Edwards, 2005; Riketta, 2005). While identification has also been highly researched in the sport management literature, it has been done almost exclusively from the perspective of the consumer. This research stream has focused primarily on the construct of team identification, and the extent to which fans identify with their respective sports teams (e.g., Wann & Branscombe, 1993). However, it is of note that there has been little identification research undertaken with regard to sports employees, and no previous study has addressed the concept of sport team identification in the workplace. A general proposition of the current study is that employees working for team sport organizations may also be fans of their affiliated sports teams. More specifically, employees in this setting may simultaneously identify with both their overall employing organization and its affiliated sports team, which in turn may have implications with regard to important workplace attitudes. The purpose of the study was to establish team identification as a distinct construct from organizational identification, and assess its role for employees working in the professional team sport environment. As part of this process, a conceptual model was developed which situated these focal constructs in a multiple target framework of identification in the context of sport. A hypothesized research model was then developed which proposed both organizational and team-focused antecedents for the identification constructs, which in turn independently predicted the following attitudinal outcomes: affective commitment, job satisfaction, job involvement, work motivation, and job engagement. This dissertation employed a mixed method design and used an online survey for business operations employees in the five largest professional sports leagues in North America (N = 1,189). In addition, semi-structured interviews were conducted with ten employees who had also taken the survey. The first phase of the quantitative analysis addressed the discriminant validity of organizational and team identification, and strong support for this proposition was demonstrated through a variety of statistical assessments. The second phase addressed the relationships in the hypothesized research model by utilizing structural equation modeling. Support for all of the proposed relationships was demonstrated with two exceptions, where prestige was not found to have a significant effect on either identification construct. The findings of this study contribute to the literature by introducing the concept of a sports team as an additional target of identification in the organizational context. In addition, while sport organizations and their affiliated teams are often referred to interchangeably, the current study distinguished team identification as a distinct construct from organizational identification for employees working in professional sport. This study therefore provides empirical support for Todd and Kent's (2009) proposition that the sport industry contains areas of distinction in relation to employee psychology, where individuals in this setting have dual targets of identification which exist simultaneously and independently predict key attitudinal outcomes. / Tourism and Sport

Music festivals have become big business, bringing in $8.79B in global revenue in 2017, and continuing to grow with projected 2022 revenues of $13.7B. However, these events still function mostly as “temporary organizations,” with employees coming together for the distinct period of time that the event takes place in and fulfilling the tasks that need to be accomplished for the production to be successful. The process of festival production can be stressful, requiring the implementation of operating procedures and other guidelines to ensure that employees produce an optimal guest experience. Through a grounded theory study of managers and employees at three different music festivals and an historic case study, this work seeks to understand how operating procedures impact workers in temporary organizations. The results reveal a relationship between operating procedures and employee stress as well as guest experiences that suggest the more an organization is able to communicate procedures the less likely employees are to suffer stress. In addition, analysis unveiled the presence of “compensation anxiety” among festival employees as an occupational stressor not traditionally considered in the occupational stress or temporary organization literatures. / Business Administration/Human Resource Management

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Various prescriptions for the design of Power Point presentations have been developed based on opinion rather than research. This study assesses the validity of two common prescriptions: the number of lines on a slide should be no more than seven and bulleted items should be displayed on a slide one at a time. In this study, different groups of participants were shown different versions of a presentation to test these prescriptions. Participants were asked a series of questions designed to test their liking of the presentation, perceptions of speaker credibility and retention of presented material. The results of this study do not support these two common prescriptions and call into question the legitimacy of their use in the design of Power Point presentations. Audience liking of the presentation and perceptions of speaker credibility were not affected by the number of lines per slide or by the manner in which bulleted items were displayed. Although audience retention of presented material was not affected by the number of lines on a slide, retention was affected by the manner in which these items were displayed. Retention increased when bulleted items were displayed all at once, not one at a time. These results directly conflict with the prescription that dictates items to be displayed one at time. The results of this study give insight into the accuracy of these two common prescriptions and subsequently, may affect the design of Power Point in oral presentations and classroom instruction. Communication scholars should avoid offering opinions as facts, and this study suggests that further investigation into these prescriptions and others is needed.

I propose a nuanced theoretical approach to understanding leader identity development in organizations. Past identity work has ignored or tangentially addressed phases of development that I term `leader identity stagnation' and `leader identity destruction'. Analysis of survey and network data examining West Point cadets' identities and friendship, leadership, and trust networks adds insight into the leader identity development process. Ethnographic research of the institution offers further understanding and helps confirm the new theoretical model of the phases of leader identity development. A concluding chapter examines the application of new social networking technologies and mixed-media interaction to enhance organizational leader identity construction. A gap exists in management literature pertaining to the creation and use of social network technologies for this purpose.