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- Title
- EVERY CLOUD HAS A SILVER LINING: POSITIVE EFFECTS OF DEVIANT COWORKERS.
- Creator
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Markova, Gergana, Folger, Robert, University of Central Florida
- Abstract / Description
-
The purpose of this study was to recognize and explore the reactions of employees to a deviant coworker. Specifically, I focused on the potential positive effects for employees who are in the presence of a coworker perceived as deviant, dysfunctional, or negative. Consistent with a labeling perspective on deviance, I argued that an employee may become a deviant as a result of social construction, fostered either by observed norm violations or the perceived dissimilarity of this person....
Show moreThe purpose of this study was to recognize and explore the reactions of employees to a deviant coworker. Specifically, I focused on the potential positive effects for employees who are in the presence of a coworker perceived as deviant, dysfunctional, or negative. Consistent with a labeling perspective on deviance, I argued that an employee may become a deviant as a result of social construction, fostered either by observed norm violations or the perceived dissimilarity of this person. Drawing on diverse theories from social psychology and sociology, I hypothesized that in the presence of a deviant coworker, other employees may have enhanced self-evaluations, better role clarity, and improved cohesiveness in work units. First, observers can set a contrast with the deviant and draw positive conclusions about themselves. Second, the "bad apple" can inform employees about organizational norms and alert them about "don't do" rules on the job, thereby improving their role clarity. Finally, by derogating the deviant, non-deviant members can unite against a "common enemy" and boost work unit cohesiveness. Positive effects were also expected to be contingent on individual characteristics and situational factors. In particular, social comparison orientation, coworkers' salience, and agreement about the deviant were hypothesized to strengthen observers' reactions to the deviant. The character of the deviant label and job interdependence, however, were expected to have a more complicated moderating role on the deviant's influence. Two samples generated from separate data collections were used to test the hypotheses. The positive relationship between the deviant's presence and employees' self-evaluations was supported. For employees with more interdependent jobs, role clarity was also positively associated with the presence of a deviant coworker. Contrary to predictions, cohesiveness was found to be lower for work units with a deviant employee at both individual and aggregate levels. Conceptual and empirical pitfalls relevant to the non-significant or opposite-to-prediction relationships are addressed. Finally, theoretical and managerial implications are discussed.
Show less - Date Issued
- 2006
- Identifier
- CFE0001011, ucf:46843
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001011
- Title
- DISCRIMINATION OF ARABS AND MUSLIMS IN SIMULATED HIRING DECISIONS: THE ROLE OF MULTIPLE CATEGORIZATION, PERCEIVED JOB FIT, AND SOCIAL DOMINANCE.
- Creator
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Dhanani, Lindsay, Dipboye, Robert, University of Central Florida
- Abstract / Description
-
Discrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious...
Show moreDiscrimination in hiring contexts has received a lot of attention from researchers in Industrial Organizational Psychology. However, discrimination against Arabs and Muslims in hiring contexts has been overlooked in the literature. The current study explores discrimination targeting Arabs and Muslims in the workplace. The theory of multiple categorization (Crisp & Hewstone, 1999) was applied to Arabs and Muslims in order to determine the relative effect of national origin and religious affiliation. Perceived job fit (Heilman, 1983) was also examined using an airport security position and a shipping and receiving clerk position. Participants rated mock resumes on several measures of hireability and ranked the applicants in the order in which they would hire them. The results show that the Muslim applicants were rated lower than the Christian applicants and the Arab applicants were rated lower than the Caucasian applicants. Furthermore, the Caucasian Christian applicant was rated significantly higher than the Caucasian Muslim applicant, the Arab Christian applicant, and the Arab Muslim applicant. This study shows that Arabs and Muslims were rated lower than their equally qualified counterparts, providing evidence of discrimination of Arabs and Muslims.
Show less - Date Issued
- 2011
- Identifier
- CFH0003802, ucf:44719
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0003802
- Title
- Impacts of Workplace Violence: The Role of Inequality.
- Creator
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Bares, Lindsey, Huff-Corzine, Lin, Wright, James, Hinojosa, Melanie, Truman, Jennifer, University of Central Florida
- Abstract / Description
-
In 2011 the National Crime Victimization Survey (NCVS) reported that of people who are employed and aged 16 and older, 24% of nonfatal violent incidents happened at work. To understand the magnitude of the problem, from 2005 to 2009, 572,000 nonfatal workplace crimes occurred against people aged 16 or older. Annually, the rate of workplace violence was about 5 victimizations per 1,000 employed persons aged 16 and older (Harrell 2011).The impact of crime on victims is a topic that deserves...
Show moreIn 2011 the National Crime Victimization Survey (NCVS) reported that of people who are employed and aged 16 and older, 24% of nonfatal violent incidents happened at work. To understand the magnitude of the problem, from 2005 to 2009, 572,000 nonfatal workplace crimes occurred against people aged 16 or older. Annually, the rate of workplace violence was about 5 victimizations per 1,000 employed persons aged 16 and older (Harrell 2011).The impact of crime on victims is a topic that deserves attention because it extends our understanding beyond descriptive rates of violence. Workplace victimization, like most other types of victimizations can have far-reaching effects that extend from individuals to communities and society. This study investigates incidents of workplace violence in the United States through a theoretical lens of inequality. More specifically, do social demographics like gender, race, age, and occupation predict impacts to productivity, from the perspective of the victim? Longitudinal data from the NCVS for the years 1993 through 2014 are used to model Negative Binomial Regressions for count data and Ordinary Least Squares Regressions for expenditure data. The results suggest that the type of crime and being employed in high-risk occupations are the strongest predictors of experiencing adverse impacts as a result of workplace victimization.
Show less - Date Issued
- 2017
- Identifier
- CFE0006563, ucf:51318
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006563
- Title
- The age of automation, its effects on human welfare.
- Creator
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Bloomberg, Warner
- Date Issued
- c1955
- Identifier
- 2683650, CFDT2683650, ucf:5099
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/FCLA/DT/2683650
- Title
- Gender Bias in the Technical Disciplines.
- Creator
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Campbell, Jessica, Jones, Daniel, Flammia, Madelyn, Marinara, Martha, University of Central Florida
- Abstract / Description
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This study investigates how women are affected by gender bias in the workplace. Despite the increasing numbers of women in the workforce, women are still under-represented and under-valued in workplaces, which, in part, is due to their gender stereotype. This study demonstrates how gender bias in the workplace has been proven to limit women in their careers and potential in their occupational roles. The media's negative depiction of women in their gender stereotype reinforces and perpetuates...
Show moreThis study investigates how women are affected by gender bias in the workplace. Despite the increasing numbers of women in the workforce, women are still under-represented and under-valued in workplaces, which, in part, is due to their gender stereotype. This study demonstrates how gender bias in the workplace has been proven to limit women in their careers and potential in their occupational roles. The media's negative depiction of women in their gender stereotype reinforces and perpetuates this image as a cultural norm in society. Women both conform and are judged and evaluated according to their weak and submissive gender stereotype. Women face challenges and problems in the workplace when they are evaluated and appraised by their female gender stereotype. Women have been prevented from acquiring jobs and positions, have been denied promotions and advancements, failed to be perceived as desiring of and capable of leadership or management positions, as well as typically receive lower paid than their male counterparts. Furthermore, women's unique, indirect, and congenial conversational methods are perceived as unconfident, incompetent, and thus, incapable in the masculine organizational culture of most workplaces. Through the investigation of gender bias in the workplace, professionals and employers will gain an awareness of how gender bias and socially-prescribed gender roles can affect the workplace and interfere with women's success in their career. Technical communicators and other educators will have a better understanding of how to overcome gender stereotyping and be encouraged to teach students on how to be gender-neutral in their communications in the workplace, perhaps striving for a more egalitarian society.
Show less - Date Issued
- 2012
- Identifier
- CFE0004248, ucf:49538
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004248
- Title
- From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
- Creator
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Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
- Abstract / Description
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Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of...
Show moreResearch on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.
Show less - Date Issued
- 2017
- Identifier
- CFE0006584, ucf:51319
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006584
- Title
- The Writing on the Wall: Examining the Literacy Practices of Home Renovation Work.
- Creator
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Silva, Jennifer, Hall, Mark, Zemliansky, Pavel, Pigg, Stacey, University of Central Florida
- Abstract / Description
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Home renovation workers have historically belonged to the blue-collar workforce. Their jobs are often stereotyped as less cognitively complex than those belonging to their white-collar counterparts. While prior research has revealed the cognitive complexity of such work, there is still a gap in research investigating the literacy practices of (")blue-collar(") workplaces. Through the lenses of New Literacy Studies and activity theory, this case study examines the texts used in a room remodel,...
Show moreHome renovation workers have historically belonged to the blue-collar workforce. Their jobs are often stereotyped as less cognitively complex than those belonging to their white-collar counterparts. While prior research has revealed the cognitive complexity of such work, there is still a gap in research investigating the literacy practices of (")blue-collar(") workplaces. Through the lenses of New Literacy Studies and activity theory, this case study examines the texts used in a room remodel, the literacy practices surrounding the texts, and the sociocultural implications of these practices. Through document-based and retrospective interviews, the primary participant is given a voice in identifying and describing the practices and values associated with the texts in his workplace. Literacies identified during interviews are examined in context through observations. The findings indicate the importance of texts not just for facilitating the renovation work, but for developing the social relationships necessary for working together. Influenced by the work of Brandt and Clinton, this study looks beyond the limits of the local to examine how the literacy practices of home renovation workers shape and are shaped by globalizing forces. By situating home renovation work within the larger network of the Information Age, this study questions the extent to which new workplace literacies are blurring the line between knowledge work and manual labor.
Show less - Date Issued
- 2015
- Identifier
- CFE0005616, ucf:50204
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005616
- Title
- RIGHT-WING AUTHORITARIANISM, SOCIAL DOMINANCE ORIENTATION, AND WORKPLACE IMPLICATIONS.
- Creator
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Burnell, Devin S, Modianos, Doan T., University of Central Florida
- Abstract / Description
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Workplace bullying is a recently recognized problem within organizations. Two personalities may be theoretically related, and may be able to predict this aggressive behavior: right-wing authoritarianism and social dominance orientation. However, it is still unclear how to measure right-wing authoritarianism as a construct. Two surveys were distributed. The first was to assess the factor structure inconsistency among the literature. A three-factor operationalization was supported. Analysis of...
Show moreWorkplace bullying is a recently recognized problem within organizations. Two personalities may be theoretically related, and may be able to predict this aggressive behavior: right-wing authoritarianism and social dominance orientation. However, it is still unclear how to measure right-wing authoritarianism as a construct. Two surveys were distributed. The first was to assess the factor structure inconsistency among the literature. A three-factor operationalization was supported. Analysis of the second survey examined the relationship between the aggression dimension of right-wing authoritarianism, dangerous worldview and workplace bullying; as well as the relationship between social dominance orientation and competitive worldview on workplace bullying. No significant relationship was found between authoritarian aggression and workplace bullying, however, social dominance orientation fully mediated competitive worldview and workplace bullying. Theoretical implications, limitations, and practical applications are discussed.
Show less - Date Issued
- 2016
- Identifier
- CFH2000015, ucf:45587
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000015
- Title
- Getting The Work Out of Workouts: Evaluating the Effectiveness and Outcomes of a Physical Exercise Motivational Intervention For Older Workers.
- Creator
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Sholar-Fetherlin, Brandon, Fritzsche, Barbara, Smither, Janan, Wang, Wei, Fragala, Maren, University of Central Florida
- Abstract / Description
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To mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested...
Show moreTo mitigate their estimated $300 billion in annual health-related losses, many companies have instituted workplace wellness initiatives designed to promote physical activity among their employees, improving the overall health of their workforce. Though middle-aged and older workers may potentially enjoy the greatest physical, stress and cognitive benefits from regular exercise, workplace wellness programs have been less successful in attracting such employees. This study developed and tested a 6-week exercise motivation intervention designed to meet the needs of sedentary, older working adults and to determine what non-physical benefits might result from increased levels of physical exercise. The intervention, based primarily on Self-Determination Theory, included feedback on individually-made, realistic, process-specific exercise goals that and provided guidance from knowledgeable exercise professionals in addition to support group of socially-similar individuals to aid in coping and adherence. The intervention was built and delivered entirely online to fit better with the sample's considerable time demands. The motivational intervention was delivered to a sample of 30 mostly-older working adults and was successful in significantly improving activity levels and overall affect while decreasing stress. No significant differences were detected in measures of personal resources, work engagement, work effort and task performance. The implications and recommendations for future research are discussed.
Show less - Date Issued
- 2017
- Identifier
- CFE0006660, ucf:51235
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006660
- Title
- THE RELATIONSHIP BETWEEN PERCEIVED GENDER DISCRIMINATION AND COUNTERPRODUCTIVE WORK BEHAVIORS.
- Creator
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Jaffe, Rachel, Shoss, Mindy, University of Central Florida
- Abstract / Description
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Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination,...
Show moreCounterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally hypothesized. Perceived gender discrimination also had a significant negative correlation with organizational commitment. Control did not significantly correlate with counterproductive work behaviors, meaning it did not function as a mediator between counterproductive work behaviors and perceived gender discrimination, as hypothesized. The intent of this thesis was to examine perceived gender discrimination and control as antecedents of counterproductive behaviors. My findings suggest that perceived gender discrimination is correlated with these negative behaviors, thus promoting the importance of implementing programs to facilitate its reduction.
Show less - Date Issued
- 2017
- Identifier
- CFH2000198, ucf:45975
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000198
- Title
- ORGANIZATIONAL JUSTICE AND WORKPLACE DEVIANCE: THE ROLE OF ORGANIZATIONAL STRUCTURE, POWERLESSNESS, AND INFORMATION SALIENCE.
- Creator
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McCardle, Jie, Ambrose, Maureen, University of Central Florida
- Abstract / Description
-
The purpose of this study is to investigate both individual and structural factors in predicting workplace deviance. Deviant workplace behavior is a prevailing and costly phenomenon in organizations. It includes a wide range of negative acts conducted by employees to harm the organization and its members. In the first section, I conducted a comprehensive literature review. In the review, I first review the current state of research on the relationship between organizational justice and...
Show moreThe purpose of this study is to investigate both individual and structural factors in predicting workplace deviance. Deviant workplace behavior is a prevailing and costly phenomenon in organizations. It includes a wide range of negative acts conducted by employees to harm the organization and its members. In the first section, I conducted a comprehensive literature review. In the review, I first review the current state of research on the relationship between organizational justice and workplace deviance by presenting the various theoretical frameworks, as well as empirical findings. Next, I summarize existing research patterns and identify research challenges that must be overcome in order to advance our understanding of this topic. Finally, I offer future directions researchers should undertake in justice-deviance research. Specifically, I suggest the development of more comprehensive models that include potential moderators and mediators that may better explain how and why justice judgments can lead to deviant behaviors and when the negative effect is most damaging. In the second section, I developed a theoretical model that proposes the relationship between organizational justice, organizational structure (centralization and organicity), employee perceived powerlessness, information salience about each type of justice, and workplace deviance. In the third section, I tested the model and presented the findings. Results of HLM analysis show that (1) organizational justice, perceived powerlessness, and centralization exert direct effects on workplace deviance, (2) organicity exerts direct effects on justice information salience; (3) perceived powerlessness partially mediates the relationship between centralization and organizational deviance; (4) information salience of procedural justice strengthens the effects of procedural justice on interpersonal deviance. Conclusions are drawn from the theory and findings, highlighting implications for future workplace deviance and organizational behavior research.
Show less - Date Issued
- 2007
- Identifier
- CFE0001975, ucf:47470
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001975
- Title
- REGISTERED NURSES' ATTITUDES TOWARD THE PROTECTION OF GAYS AND LESBIANS IN THE WORKPLACE: AN EXAMINATION OF HOMOPHOBIA AND DISCRIMINATORY BELIEFS.
- Creator
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Blackwell, Christopher, Kiehl, Ermalynn, University of Central Florida
- Abstract / Description
-
Discrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using...
Show moreDiscrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using the Attitudes Toward Lesbian and Gay Men (ATLG) Scale; the demographic questionnaire was infused with questions regarding a protective workplace policy. Using T-tests, one-way analysis of variance (ANOVA) and structural equation modeling (SEM), correlations between independent variables (gender, age, religious association, belief in the "free choice" model of homosexuality, education level, exposure to homosexuals through friends and/or family associations, race/ethnicity, and support or non-support of a workplace nondiscrimination policy protective of gay men and lesbians) with the dependent variable of homophobia were explored.
Show less - Date Issued
- 2005
- Identifier
- CFE0000599, ucf:46475
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0000599
- Title
- Is Proactive Behavior Always Positive? An Examination of Leader Reactions Based on Employee Gender and Organizational Crisis.
- Creator
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Carusone, Nicole, Shoss, Mindy, Fritzsche, Barbara, Reynolds Kueny, Clair, University of Central Florida
- Abstract / Description
-
Organizations are increasingly looking to hire employees who are willing to take initiative and go above and beyond expectations (Campbell, 2000). To that aim, proactive behaviors have been increasingly considered as a potentially important characteristic of today's workers (Campbell, 2000). With workplaces becoming more decentralized and work becoming increasingly innovative and self-directed, organizations require employees who are able and willing to be proactive (Campbell, 2000; Frese (&)...
Show moreOrganizations are increasingly looking to hire employees who are willing to take initiative and go above and beyond expectations (Campbell, 2000). To that aim, proactive behaviors have been increasingly considered as a potentially important characteristic of today's workers (Campbell, 2000). With workplaces becoming more decentralized and work becoming increasingly innovative and self-directed, organizations require employees who are able and willing to be proactive (Campbell, 2000; Frese (&) Fay, 2001). Researchers have found many benefits to proactive behavior, including increases in individual performance and innovation (Seibert, Kraimer, (&) Crant, 2001; Tornau (&) Frese, 2013). While proactive behavior may have many benefits, there is some research that suggests, under certain circumstances, proactive behavior may have negative consequences for the enacting employee (Fuller, Marler, Hester, (&) Otondo, 2015; A. M. Grant, Parker, (&) Collins, 2009). This study investigated boundary conditions on the relationship between proactive behavior and positive outcomes for enacting employees. Specifically, it looked at the role of employee gender and organizational crisis on leader reactions to proactive behavior. A sample of college students participated in a laboratory experiment, where they role played as managers working with proactive employee confederates. With increased emphasis being placed on proactive behavior in the workplace, it is greatly important to understand conditions in which proactive behavior may be negatively received by leadership. Implications for theory and practice are discussed.
Show less - Date Issued
- 2018
- Identifier
- CFE0007317, ucf:52129
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007317
- Title
- Employee Perceptions of Diversity Management in the Hospitality and Tourism Industry: Scale Development and Model Testing.
- Creator
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Mistry, Trishna, Okumus, Fevzi, Torres Areizaga, Edwin, Orlowski, Marissa, Madera, Juan, University of Central Florida
- Abstract / Description
-
The purpose of this dissertation is to create a holistic diversity management measurement scale and to analyze the impact of diversity management on employees' attitudes and behavior in the hospitality and tourism industry. Effective diversity management can have a multitude of positive outcomes in the hospitality and tourism industry. However, there is little research conducted regarding the direct and indirect impacts of diversity management on the attitudes and behavior of hospitality and...
Show moreThe purpose of this dissertation is to create a holistic diversity management measurement scale and to analyze the impact of diversity management on employees' attitudes and behavior in the hospitality and tourism industry. Effective diversity management can have a multitude of positive outcomes in the hospitality and tourism industry. However, there is little research conducted regarding the direct and indirect impacts of diversity management on the attitudes and behavior of hospitality and tourism industry employees. This dissertation used a mixed-method approach to create a measurement scale to evaluate diversity management practices for the hospitality and tourism field. The first study of this dissertation included a scale development process using a qualitative and then a quantitative phase. Literature review and semi-structured interviews were conducted for developing the items for the diversity management scale. These items were then refined to finalize the diversity management measurement scale through a quantitative phase using exploratory factor analyses. The impact of diversity management on hospitality and tourism industry employees' job performance, service innovation behavior, and engagement were analyzed through a quantitative study using this measurement instrument. Structural equation modeling was used to test the hypothesized research model. The present research is the first of its kind in the hospitality and tourism field. The measurement scale developed in this study will expand the boundaries of diversity management research in the hospitality and tourism industry. This current research further establishes a link between diversity management and positive employee-related outcomes in the hospitality and tourism industry. The assessment of these relationships should extend the literature and open new models of academic research with additional organizational outcomes. Leaders in the hospitality and tourism industry can gain vital insight regarding the importance of effective diversity management through the study results.
Show less - Date Issued
- 2019
- Identifier
- CFE0007688, ucf:52468
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007688
- Title
- Nurse Managers, Work Environment Factors and Workplace Bullying.
- Creator
-
Parchment, Joy, Andrews, Diane, Neff, Donna, Conner, Norma, Yan, Xin, Saunders, Carol, University of Central Florida
- Abstract / Description
-
The purpose of this dissertation is to explore relationships between authentic leadership style, global social power, job demand, job control, and workplace bullying of nurse managers in acute care settings across the United States.Over 30 years of workplace bullying research exists. Consequences are linked to intent to leave, turnover, and harmful emotional and physical effects. Published studies identifying nurse managers as targets of workplace bullying and work environment factors that...
Show moreThe purpose of this dissertation is to explore relationships between authentic leadership style, global social power, job demand, job control, and workplace bullying of nurse managers in acute care settings across the United States.Over 30 years of workplace bullying research exists. Consequences are linked to intent to leave, turnover, and harmful emotional and physical effects. Published studies identifying nurse managers as targets of workplace bullying and work environment factors that contribute to nurse managers being recipients of workplace bullying either, downward from their leaders, horizontally from their nurse manager peers, and upwards from their clinical nurses were not identified.A descriptive, cross-sectional design using an online survey was utilized. Descriptive, inferential, and multivariate analyses were used to identify relationships and the likelihood of workplace bullying occurring. Thirty-five percent (n = 80) of nurse managers reported being a target of workplace bullying. Managers sustained occasional (56%, n = 45) and severe (44%, n = 35) levels of workplace bullying, 65% (n = 43) identified their executive nurse leader as the predominate perpetrator. Authentic leadership, job demand, job control correlated significantly (p = (<).01) with workplace bullying and job demand demonstrated the strongest likelihood (OR = 3.9) for predicting workplace bullying. Nurse Managers are four times more likely to be a recipient of workplace bullying when their job responsibilities are classified as demanding. This study expanded the science and demonstrated that nurse managers, the backbone of organizations, are recipients of workplace bullying emanating predominately from executive nurse leaders, but also from clinical nurses and their nurse manager peers. Given the harmful consequences of workplace bullying, as 'guardians' of and 'advocates' for their teams, executive nursing leaders, have an ethical and operational responsibility to ensure nurse managers are able to practice in a safe environment.
Show less - Date Issued
- 2015
- Identifier
- CFE0005986, ucf:50771
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005986
- Title
- IDENTITY AS A SEXUAL MINORITY IN THE WORKPLACE: A LOOK AT PERSONALITY AND CONTEXTUAL FACTORS.
- Creator
-
Resende, Samuel, Negy, Charles, University of Central Florida
- Abstract / Description
-
Sexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report...
Show moreSexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report less work stress. In addition, I sought to determine if selected personality variables would mediate the relations among critical study variables. The personality variables were internalized homophobia, level of "outness," and cynicism. Two samples of university students consisting of sexual minorities (n =43) and heterosexuals (n = 67), completed questionnaires online. Results revealed a positive correlation for both groups between organizational climate (i.e., less perceived heterosexism) and job satisfaction, although the correlation for the sexual minority group did not achieve statistical significance, likely due to the small sample size. Due to statistical conditions not being satisfied, partial correlations were performed instead of mediational analyses. Internalized homophobia was found to partially account for the relations between perceived organizational climate and job satisfaction and perceived organizational climate and work stress, respectively. This study encourages further investigation into the role of sexual identity in the workplace, particularly the role of internalized homophobia as possibly influencing sexual minorities to perceive their workplace environment more pejoratively than necessary.
Show less - Date Issued
- 2015
- Identifier
- CFH0004902, ucf:45500
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004902
- Title
- PERSONALITY AND INTERPERSONAL ASPECTS OF THE WORK ENVIRONMENT.
- Creator
-
Swiden-Wick, RoseAnn, Mottarella, Karen, University of Central Florida
- Abstract / Description
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Workplace arrogance has emerged as a research focus area for many industrial-organizational psychologists. Employees who demonstrate arrogance tend to demonstrate poor job performance, executive failure and poor overall organizational success. The present study investigates arrogance measured by the Workplace Arrogance Scale (WARS: Johnson et al., 2010) in relation to the Honesty Humility facet of the HEXACO Personality Index-Revised (HEXACO PI-R: LEE & Ashton, 2004). A total of 273...
Show moreWorkplace arrogance has emerged as a research focus area for many industrial-organizational psychologists. Employees who demonstrate arrogance tend to demonstrate poor job performance, executive failure and poor overall organizational success. The present study investigates arrogance measured by the Workplace Arrogance Scale (WARS: Johnson et al., 2010) in relation to the Honesty Humility facet of the HEXACO Personality Index-Revised (HEXACO PI-R: LEE & Ashton, 2004). A total of 273 participants completed the WARS and HEXACO PI-R Honesty-Humility Facet of the HEXACO. Results show significant, strong negative correlations between the Honesty-Humility subfacets and the overall Honesty Humility facet score with the WARS scores. These findings indicate that workers high in arrogance lack important honesty-humility characteristics. Once we fully understand the complex mixture of personality traits that make up workplace arrogance, we can begin to screen for it in the hiring process and develop ways to better address it in the workplace.
Show less - Date Issued
- 2013
- Identifier
- CFH0004340, ucf:45018
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004340
- Title
- VICTIMS OF MORE THAN JUST BIAS: GENDER'S INFLUENCE ON JURY AWARDS AND OTHER MONETARY BENEFITS IN WORKPLACE SEXUAL HARASSMENT CLAIMS.
- Creator
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Ferraro, Anthony, Cronon, Christopher, University of Central Florida
- Abstract / Description
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The main objective in this research was to examine the extent to which gender and gender biases influence monetary benefits received, including jury award amounts, in workplace sexual harassment claims. Two methods were utilized to explore the discrepancies in monetary benefits received based on gender differences. The first method used was a survey to test various gender attitudes, attitudes on sexual harassment, and how influential a victim's gender was on determinations of damage award...
Show moreThe main objective in this research was to examine the extent to which gender and gender biases influence monetary benefits received, including jury award amounts, in workplace sexual harassment claims. Two methods were utilized to explore the discrepancies in monetary benefits received based on gender differences. The first method used was a survey to test various gender attitudes, attitudes on sexual harassment, and how influential a victim's gender was on determinations of damage award amounts in sexual harassment cases. 6 two-way factorial univariate between-subject analyses of variance (ANOVAs) were used to analyze the survey data. The second method in this project consisted of an examination of claims filed by victims of sexual harassment. Equal Employment Opportunity Commission statistics were broken down by gender with respect to resolution type. This provided a means to assess the actual monetary benefits received by both men and women across all possible forms of claim resolutions. In conjunction, these two methods provide a more balanced approach to the assessment of gender discrepancies in sexual harassment claims. Using a combination of actual claims of sexual harassment and survey data, rather than just one or the other, allows for direct comparison between perception and reality. The comparison of perception and reality allows for a more complete assessment of the state of sexual harassment claims as they relate to victim's gender. With a more complete assessment of sexual harassment claims and perceptions of sexual harassment it may be possible to bring to light potential injustices caused by gender or gender stereotyping, and correct any imbalances that may be present.
Show less - Date Issued
- 2012
- Identifier
- CFH0004247, ucf:44967
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004247
- Title
- How Do They Fit In?: Millennials In The Workplace.
- Creator
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Richendollar, Carolee, Hastings, Sally, Weger, Harry, Musambira, George, University of Central Florida
- Abstract / Description
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In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task,...
Show moreIn some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck's theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts for relationship building. Data found suggests that Millennials create a culture similar to the tribal example suggested in previous research. Rituals act as forms of cultural dissemination and strengthening. The use of membership categorization devices reflected the structure of the organization and relationships between coworkers. Using Duck's attraction theory, an analysis reflected the identification factors that act as catalysts for relationships. Psychological attraction was linked to common interests.
Show less - Date Issued
- 2013
- Identifier
- CFE0004919, ucf:49608
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004919
- Title
- Community College Adjuncts: From Information Seeking to Identity Formation.
- Creator
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Hirsch - Keefe, Jennifer, Cintron Delgado, Rosa, Owens, J. Thomas, Bosley, Michael, Biraimah, Karen, University of Central Florida
- Abstract / Description
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This phenomenological study addressed the transitions of biology and chemistry adjunct faculty, with full or part-time positions outside of academia, as they navigate the transition between their workplaces and the academic environment and also transition toward becoming confident and competent educators. Using the final two stages of Schoening's (2013) Nurse Educator Transition (NET) Model as a framework, this qualitative study examines the transitions of nine biology and chemistry adjuncts...
Show moreThis phenomenological study addressed the transitions of biology and chemistry adjunct faculty, with full or part-time positions outside of academia, as they navigate the transition between their workplaces and the academic environment and also transition toward becoming confident and competent educators. Using the final two stages of Schoening's (2013) Nurse Educator Transition (NET) Model as a framework, this qualitative study examines the transitions of nine biology and chemistry adjuncts at College Alpha, which is a community college located in a southern state. Study findings indicated both degrees of transition, the day-to-day and the overall transition into teaching, impact the overall adjunct experience. The College's involvement with the adjunct and the generational differences between the adjuncts and their students also play a role in the transitions. The literature review addressed the use of the NET Model as a means of examining transitions toward teaching, the roles of adjunct faculty on college campuses, the workplace transition, and the particular needs of Millennial students are also addressed. The study culminated with conclusions about the experiences of the participants, recommendations for future research, and calls for action by community colleges to improve the adjunct experience. A chapter is also included that reflects upon the dissertation writing experience and the challenges of qualitative research not addressed in graduate programs.
Show less - Date Issued
- 2015
- Identifier
- CFE0005955, ucf:50801
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005955
