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A COMPARATIVE ANALYSIS OF STUDENT ACHIEVEMENT IN FLORIDA CHARTER AND NON-CHARTER PUBLIC HIGH SCHOOLS 2007-2009
Title
A COMPARATIVE ANALYSIS OF STUDENT ACHIEVEMENT IN FLORIDA CHARTER AND NON-CHARTER PUBLIC HIGH SCHOOLS 2007-2009.
Creator
Sommella, Shannon, Taylor, Rosemarye, University of Central Florida
Abstract / Description
The purpose of this study was to determine if any relationship existed between the change in developmental scale scores (DSS) on the Florida Comprehensive Assessment Test (FCAT) for reading and mathematics, in selected Florida school districts among charter and non-charter public high schools, for grades 9 and 10. This study also investigated if any relationship existed in student achievement based on student demographics (gender, economically disadvantaged, primary home language (ELL) and...
Show moreThe purpose of this study was to determine if any relationship existed between the change in developmental scale scores (DSS) on the Florida Comprehensive Assessment Test (FCAT) for reading and mathematics, in selected Florida school districts among charter and non-charter public high schools, for grades 9 and 10. This study also investigated if any relationship existed in student achievement based on student demographics (gender, economically disadvantaged, primary home language (ELL) and ethnicity), and examined if there was a difference in professional demographics of faculty (advanced degrees, teachers' average years of teaching experience, and percent of courses taught by out of field teachers gender), among charter and non-charter public high schools in the state of Florida. School data were analyzed from 234 charter and non-charter public high schools, within 15 districts across the state of Florida, for the years 2007-2009. The findings of this research suggest charter high schools in the state of Florida are not keeping the pace with their traditional public high school counterparts. Over a three year period, charter high schools had significantly lower developmental scale scores on the FCAT, in both reading and mathematics, than non-charter public high schools. The findings also suggest that student demographics, with respect to male gender, economically disadvantaged, and ELL, combined with charter school status, negatively impact student achievement as measured by DSS. The disparity noted with regard to faculty demographics between charter and non-charter public high schools, only touches on some considerable differences between the two school types; more information is needed on the variations so parents and students can make informed choices. For future research, replication of this study with an expanded sample size of charter schools and a longer period of time for data collection was recommended. Separate studies are recommended on the differences between charter and non-charter public schools with regard to instructional time, curriculum or grade levels offered, the differences between parent and student perceptions, and the differences between funding and principal background as it relates to student achievement.
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Date Issued
2010
Identifier
CFE0003476, ucf:48985
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003476
The Workplace Consequences of Obesity: Impacts on the Organization, the Employee, and the Proximal Coworker
Title
The Workplace Consequences of Obesity: Impacts on the Organization, the Employee, and the Proximal Coworker.
Creator
Johnson, Michael, Schminke, Marshall, Folger, Robert, Taylor, Shannon, Galperin, Bella, University of Central Florida
Abstract / Description
Obesity is a condition affecting billions of people around the world. Its societal, psychological, and health outcomes have been well documented across multiple disciplines. Moreover, obesity leads to serious workplace outcomes for the organization, the obese individual, and the coworkers working around the obese employee. With this multi-chapter dissertation, I review the literature on the workplace consequences of obesity and extend one potentially fruitful area within this literature base:...
Show moreObesity is a condition affecting billions of people around the world. Its societal, psychological, and health outcomes have been well documented across multiple disciplines. Moreover, obesity leads to serious workplace outcomes for the organization, the obese individual, and the coworkers working around the obese employee. With this multi-chapter dissertation, I review the literature on the workplace consequences of obesity and extend one potentially fruitful area within this literature base: obesity's impact on a proximal employee.Chapter 1 reviews the workplace consequences associated with obesity. The purpose is to evaluate and integrate this multidisciplinary literature so that management scholars can take up the study of obesity. Although a limited amount of work is being done in management, this work is stagnant and ignoring the larger body of literature from other areas. Addressing this weakness, this chapter accomplishes three goals. First, it reviews the empirical literature and conceptual foundations that have examined the workplace consequences of obesity. Second, it develops an integrated conceptual model of obesity's impact on workplace outcomes, with particular attention to the processes by which obesity is associated with these outcomes. Third, it presents key unanswered questions and directions for future research.Chapter 2 explores a new target for the impact of obesity, the non-obese coworker working around the obese employee. This chapter considers how an employee's obesity can affect a proximal coworker's job performance. To do so, it considers the three people: an observer (Person A), an obese employee (Person B), and a non-obese coworker (Person C). To date, the main theoretical framework has only considered ratings in the mind of an observer (Person A) and how the negative attitudes associated with obesity (Person B) can spill over onto a proximal worker (Person C). This leads an observer (Person A) to rate the coworker's (Person C) performance more negatively than a coworker not working around an obese employee (Person B). However, beyond the impact of obesity on the subjective evaluations by an observer (Person A), there is reason to believe that the non-obese employee (Person C) may be impacted in such a way to affect actual job performance. Accordingly, I competitively test three theoretical perspectives that may explain the processes by which a coworker's obesity (Person B) may impact a proximal coworker's (Person C) job performance. One of these perspectives (stereotype activation theory), receives consistent support across samples.Chapter 3 presents a concluding discussion. I consider lessons learned from Chapter 2 and integrate these with the literature reviewed in Chapter 1.
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Date Issued
2017
Identifier
CFE0006608, ucf:51270
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006608
Driven to Dishonesty: The Effects of Commuting on Self-Regulatory Depletion and Unethical Behavior
Title
Driven to Dishonesty: The Effects of Commuting on Self-Regulatory Depletion and Unethical Behavior.
Creator
Griffith, Matthew, Folger, Robert, Taylor, Shannon, Crossley, Craig, Sivo, Stephen, University of Central Florida
Abstract / Description
Most people must commute to and from work each day, yet little research has examined this critical time between home and work and the potential spillover effects of commuting on employees' subsequent workplace behavior. Drawing on self-regulation theory and the commuting stress literature, I propose that stressful driving conditions on the way to work (e.g., bad weather, traffic congestion, long routes) can cause employees to subsequently behave unethically at work. Specifically, I suggest...
Show moreMost people must commute to and from work each day, yet little research has examined this critical time between home and work and the potential spillover effects of commuting on employees' subsequent workplace behavior. Drawing on self-regulation theory and the commuting stress literature, I propose that stressful driving conditions on the way to work (e.g., bad weather, traffic congestion, long routes) can cause employees to subsequently behave unethically at work. Specifically, I suggest this occurs through a depletion of self-regulation as resources are consumed while driving under stress and thus unavailable for deterring tempting, unethical behavior. I test this mediation model in two studies using an experimental-causal-chain design. In Study 1, using a sample of 204 participants recruited at a university, I manipulated commuting conditions in a driving simulator and measured self-regulatory depletion and dishonesty using behavioral tasks in the laboratory. In Study 2, using an online panel of 117 participants, I manipulated self-regulatory depletion and measured dishonesty using modified versions of the same behavioral tasks. Overall I find some support that driving(-)regardless of driving-induced stress level(-)depletes self-regulatory resources and that reduced self-regulation leads to a higher likelihood to engage in unethical behavior.
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Date Issued
2017
Identifier
CFE0006741, ucf:51845
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006741
Trickle-In Effects: How Customer Deviance Behavior Influences Employee Deviance Behavior
Title
Trickle-In Effects: How Customer Deviance Behavior Influences Employee Deviance Behavior.
Creator
Wo, Xuhui, Ambrose, Maureen, Schminke, Marshall, Taylor, Shannon, Bennett, Rebecca, University of Central Florida
Abstract / Description
Prior research has established trickle-down effects (including trickle-out effects) in organizations, that is, perceptions, attitudes, and behavior may flow downward from an individual at a higher level of the organizational hierarchy (e.g., a supervisor) to another individual at a lower hierarchical level (e.g., a frontline employee), or from a frontline employee to an external member (e.g., a customer). Complementing the extant literature, this dissertation examines trickle-in effects,...
Show morePrior research has established trickle-down effects (including trickle-out effects) in organizations, that is, perceptions, attitudes, and behavior may flow downward from an individual at a higher level of the organizational hierarchy (e.g., a supervisor) to another individual at a lower hierarchical level (e.g., a frontline employee), or from a frontline employee to an external member (e.g., a customer). Complementing the extant literature, this dissertation examines trickle-in effects, specifically, I examine whether customers' interpersonal and organizational deviance behavior will trickle-in through organizational boundary to influence a frontline employee's interpersonal and organizational deviance behavior.Specifically, I propose customers' interpersonal and organizational deviance behavior will trickle-in through organizational boundaries to affect employees' interpersonal and organizational deviance behavior. In addition, I develop a multiple-mediator model to test the different possible mechanisms underlying trickle-in effects: social exchange, social learning, displaced aggression, self-regulation, and social interactionist model. Two studies were conducted to test my propositions. In retail settings, Study 1 finds customers' interpersonal deviance behavior trickled-in through organizational walls to influence employees' interpersonal and organizational deviance behavior through displaced aggression mechanism. Study 2, collecting data from call centers, demonstrates customers' organizational deviance behavior trickled-in to influence employees' organizational deviance behavior through social learning processes.
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Date Issued
2015
Identifier
CFE0005741, ucf:50082
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005741
Judged by the bottom-line but expected to lead ethically: A leader's catch 22
Title
Judged by the bottom-line but expected to lead ethically: A leader's catch 22.
Creator
Rice, Darryl, Folger, Robert, Taylor, Shannon, Crossley, Craig, Piccolo, Ronald, University of Central Florida
Abstract / Description
The goal of the presented research is to explain the importance of integrating the literatures on leader bottom-line mentality (BLM) and behavioral ethics and to demonstrate that leader BLM can adversely impact followers' perceptions of ethical leadership. By doing so, several contributions can be made. First, I identify an antecedent of ethical leadership. Predominantly, most ethical leadership research has focused on identifying its outcomes (Brown (&) Mitchell, 2010). Second, I will offer...
Show moreThe goal of the presented research is to explain the importance of integrating the literatures on leader bottom-line mentality (BLM) and behavioral ethics and to demonstrate that leader BLM can adversely impact followers' perceptions of ethical leadership. By doing so, several contributions can be made. First, I identify an antecedent of ethical leadership. Predominantly, most ethical leadership research has focused on identifying its outcomes (Brown (&) Mitchell, 2010). Second, I will offer new theoretical insights regarding the antecedents of ethical leadership. Past ethical leadership research has primarily relied on social exchange (Blau, 1964; Gouldner, 1960) and social cognitive (Bandura, 1977, 1986) theories, whereas I will draw on trait activation and cognitive stress theories to examine the relationship between BLM and ethical leadership. By integrating these two theories I will demonstrate Kerr's (1975) example of (")the folly of rewarding A, while hoping for B.(") Third, I will explain and demonstrate why follower BLM and leader stress perceptions are important boundary conditions regarding the primary relationship of interest and overall model. Comprehensively, I examine and demonstrate the potential of a backfiring effect that can be strengthened or weakened. This research aims to shed light on the often disregarded catch-22 leaders face in world that is increasingly concerned about bottom-line outcomes, while also demanding an immaculate standard of ethical behavior from leaders.
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Date Issued
2015
Identifier
CFE0005699, ucf:50131
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005699