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Title: A NEW THEORY AND MEASURE OF ETHICAL WORK CLIMATE: THE PSYCHOLOGICAL PROCESS MODEL (PPM) AND THE ETHICAL CLIMATE INDEX (ECI).
Creator: Arnaud, Anke, Schminke, Marshall, University of Central Florida
Abstract / Description: ABSTRACT With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an...
Show moreABSTRACT With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest's (1986, 1979) "Four-Component" model of individual-level ethical decision-making and behavior, I specify four dimensions of EWC necessary for the emergence of ethical behavior: collective moral sensitivity, collective moral judgment, collective moral motivation, and collective moral character. I developed a multidimensional instrument capable of capturing each of these dimensions at the climate level. I anticipate that this theory and instrument will allow researchers to understand EWCs and their impact on attitudes and behaviors more effectively than previous approaches. Chapter 1 reviews the organizational climate and culture literatures, so as to gain a comprehensive understanding of the organizational climate construct in general and how it differs from organizational culture in particular. Chapter 2 includes a review and evaluation the EWC literature. This helped to identify opportunities and suggestions for a new theory and measure of EWC. Chapter 3 describes the development of the new theory of EWCs, the Psychological Process Model, with propositions for future research. Chapter 4 informs about the development of the Ethical Climate Index, the measure used to assess the new theory of EWCs. It describes 3 studies that were used to construct the Ethical Climate Index to measure the ethical work climate dimensions of collective moral sensitivity (12-items), collective moral judgment (10-items), collective moral motivation (8-items), and collective moral character (6-items). Study 1 and 2 resulted in parsimonious and reliable scales for each one of the four dimensions. Results of the 3rd study support convergent and discriminant validity for each one of the scales and suggest that the ECI is a valid and reliable predictor of ethical and unethical behavior. Implications and suggestions for the use of this measure in future research is discussed.
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Date Issued: 2006
Identifier: CFE0000918, ucf:46740
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000918

Title: THE IMPACT OF A NURSE-DRIVEN EVIDENCE-BASED DISCHARGE PLANNING PROTOCOL ON ORGANIZATIONAL EFFICIENCY AND PATIENT SATISFACTION IN PATIENTS WITH CARDIAC IMPLANTS.
Creator: King, Tracey, Sole, Mary Lou, University of Central Florida
Abstract / Description: Purpose: Healthcare organizations are mandated to improve quality and safety for patients while stressed with shorter lengths of stay, communication lapses between disciplines, and patient throughput issues that impede timely delivery of patient care. Nurses play a prominent role in the safe transition of patients from admission to discharge. Although nurses participate in discharge planning, limited research has addressed the role and outcomes of the registered nurse as a leader in the...
Show morePurpose: Healthcare organizations are mandated to improve quality and safety for patients while stressed with shorter lengths of stay, communication lapses between disciplines, and patient throughput issues that impede timely delivery of patient care. Nurses play a prominent role in the safe transition of patients from admission to discharge. Although nurses participate in discharge planning, limited research has addressed the role and outcomes of the registered nurse as a leader in the process. The aim of this study was determine if implementation of a nurse-driven discharge planning protocol for patients undergoing cardiac implant would result in improved organizational efficiencies, higher medication reconciliation rates, and higher patient satisfaction scores. Methods: A two-group posttest experimental design was used to conduct the study. Informed consent was obtained from 53 individuals scheduled for a cardiac implant procedure. Subjects were randomly assigned to either a nurse-driven discharge planning intervention group or a control group. Post procedure, 46 subjects met inclusion criteria with half (n=23) assigned to each group. All subjects received traditional discharge planning services. The morning after the cardiac implant procedure, a specially trained registered nurse assessed subjects in the intervention for discharge readiness. Subjects in the intervention groups were then discharged under protocol orders by the intervention nurse after targeted physical assessment, review of the post procedure chest radiograph, and examination of the cardiac implant device function. The intervention nurse also provided patient education, discharge instructions, and conducted medication reconciliation. The day after discharge the principal investigator conducted a scripted follow-up phone call to answer questions and monitor for post procedure complications. A Hospital Discharge Survey was administered during the subject's follow-up appointment. Results: The majority of subjects were men, Caucasian, insured, and educated at the high school level or higher. Their average age was 73.5+ 9.8 years. No significant differences between groups were noted for gender, type of insurance, education, or type of cardiac implant (chi-square); or age (t-test). A Mann-Whitney U test (one-tailed) found no significant difference in variable cost per case (p=.437) and actual charges (p=.403) between the intervention and control groups. Significant differences were found between groups for discharge satisfaction (p=.05) and the discharge perception of overall health (p=.02), with those in the intervention group reporting higher scores. Chi square analysis found no significant difference in 30-day readmission rates (p=.520). Using an independent samples t-test, those in the intervention group were discharged earlier (p=.000), had a lower length of stay (p=.005), and had higher rates of reconciled medications (p=.000). The odds of having all medications reconciled were significantly higher in the intervention group (odds ratio, 50.27; 95% CI, 5.62-450.2; p=.000). Discussion/Implications: This is the first study to evaluate the role of the nurse as a clinical leader in patient throughput, discharge planning, and patient safety initiatives. A nurse driven discharge planning protocol resulted in earlier discharge times which can have a dramatic impact on patient throughput. The nurse driven protocol significantly reduced the likelihood of unreconciled medications at discharge and significantly increased patient satisfaction. Follow-up research is needed to determine if a registered nurse can impact organizational efficiency and discharge safety in other patient populations.
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Date Issued: 2008
Identifier: CFE0002188, ucf:47915
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002188

Title: AN INVESTIGATION OF THE FACTORS RELATED TO DIRECT CARE STAFFS' KNOWLEDGE OF EFFECTIVE INSTRUCTIONAL STRATEGIES FOR PEOPLE WITH DEVELOPMENTAL DISABILITIES.
Creator: Cook, Craig, Martin, Lawrence, University of Central Florida
Abstract / Description: The Medicaid Home and Community Based Services Waiver (HCBS) funds services for people with developmental disabilities in community based group homes. The purpose of the Medicaid HCBS Waiver is to: (1) support alternatives to institutions, (2) promote independence, (3) maximize functioning, and (4) support community integration. Direct care staff members have primary, day to day contact with people with developmental disabilities living in group home settings. Residential agencies for people...
Show moreThe Medicaid Home and Community Based Services Waiver (HCBS) funds services for people with developmental disabilities in community based group homes. The purpose of the Medicaid HCBS Waiver is to: (1) support alternatives to institutions, (2) promote independence, (3) maximize functioning, and (4) support community integration. Direct care staff members have primary, day to day contact with people with developmental disabilities living in group home settings. Residential agencies for people with developmental disabilities have the responsibility to train direct care staff in the use of effective teaching strategies in order to realize the purpose of the Medicaid HCBS waiver. Direct care staff's knowledge of effective teaching strategies will afford people with mental retardation an opportunity for greater independence and help them achieve their maximum potential within the community. This study set out to evaluate what factors were related to direct care staff members' knowledge of effective teaching strategies. The factors investigated include agencies use of evidence based staff training practices, feedback as a performance management strategy, and Certified Behavior Analysts involvement with the training and support of direct care staff. A random sample of 294 direct care staff members who work in 55 different group homes throughout the State of Florida participated in the study. Direct care staff members' average score on the knowledge of effective teaching strategies quiz was 23.31 out of 50 questions. The maximum score achieved was 43. These findings indicated that the direct care staff members generally did not demonstrate knowledge of effective teaching strategies. The findings of this investigation demonstrated a statistically significant positive relationship between direct care staff members who received empirically derived staff training and knowledge of effective teaching strategies. Additionally, the investigation found a statistically significant positive relationship between the behavior analyst involvement and direct care staff members' knowledge about how to teach. The investigation failed to identify a statistically significant relationship between performance feedback and knowledge about how to teach. This research is important to policy formulation as it relates to the efficient and effective delivery of supports for people with developmental disabilities.
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Date Issued: 2009
Identifier: CFE0002832, ucf:48077
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002832

Title: DETERMINANTS OF INTERPERSONAL TRUST, ORGANIZATIONAL COMMITMENT FOR PERFORMANCE WITHIN KYRGYZ NATIONAL POLICE.
Creator: Bakiev, Erlan, Kapucu, Naim, University of Central Florida
Abstract / Description: Improving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan...
Show moreImproving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan Kyrgyz National Police (KNP) officers are demoralized by the actions of both previous and current governments which bear corruption, bribery and clan type of ruling. These facts led to untrustworthy environments and relationships among officers with concentration of power on the top. In order to provide trusted environments and trust among officers, there is need for more linear type of management, especially in terms of supervisor-subordinate relationships. There is urgent need for reforms at KNP which would focus more on governance and collaborative management style administration. Organizational social capital and organizational citizenship behavior develop strong foundation for trusted relationships and committed actions in communities and organizations. These two concepts were examined in public organization setting in this study. Organizational social capital is a source for trust building process where participative decision-making, feedback on performance, empowerment and interpersonal trust among employees are important elements of this phenomenon. On the other hand, organizational citizenship behavior is a source for entrepreneurship and organizational commitment. iv The measurement models of four dimensions of organizational social capital (participation, feedback on performance, empowerment and interpersonal trust) and organizational citizenship behavior represented by organizational commitment were examined in this study. The influence of organizational social capital and organizational citizenship behavior on perceived organizational performance of KNP is observed by utilizing structural equation modeling (SEM) technique. Moreover, all possible correlations among all dimensions of organizational social capital with each other and with organizational commitment were tested. This study utilizes the data accomplished in 7 regions of Kyrgyzstan and a capital of Bishkek. The total number of respondents participated in the survey were 267 KNP officers from different KNP departments. This study tested eleven hypotheses where nine of them were statically supported. The results of this study indicate that the dimensions of organizational social capital (participation, feedback and empowerment) have statistically significant relationships with perceived organizational performance through mediating variable of interpersonal trust. However, the relationship of participation and feedback with perceived organizational performance through mediating variable of organizational commitment was insignificant. On the other hand, results indicated positive correlations among the three dimensions organizational social capital with high factor loadings. Overall, the results suggest that organizational social capital with its dimensions is the main source of trust-building process which enormously influences perceived organizational performance. Moreover, by practicing empowerment it is possible to increase number of committed officers which is also an important factor in improving organizational performance.
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Date Issued: 2011
Identifier: CFE0003951, ucf:48696
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003951

Title: How Do They Fit In?: Millennials In The Workplace.
Creator: Richendollar, Carolee, Hastings, Sally, Weger, Harry, Musambira, George, University of Central Florida
Abstract / Description: 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.
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Date Issued: 2013
Identifier: CFE0004919, ucf:49608
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004919

Title: From the top: Impression management strategies and organizational identity in executive-authored weblogs.
Creator: McLane, Teryl, Hastings, Sally, Weger, Harry, Musambira, George, University of Central Florida
Abstract / Description: This research examines impression management strategies high-ranking organizational executives employ to create an identity for themselves and their companies via executive authored Weblogs (blogs). This study attempts to identify specific patterns of impression management strategies through a deductive content analysis applying Jones' (1990) taxonomy of self-presentation strategies to this particular type of computer mediated communication. Sampling for this study (n=227) was limited to...
Show moreThis research examines impression management strategies high-ranking organizational executives employ to create an identity for themselves and their companies via executive authored Weblogs (blogs). This study attempts to identify specific patterns of impression management strategies through a deductive content analysis applying Jones' (1990) taxonomy of self-presentation strategies to this particular type of computer mediated communication. Sampling for this study (n=227) was limited to blogs solely and regularly authored by the highest-ranking leaders of Fortune 500 companies. The study revealed that executive bloggers frequently employed impression management strategies aimed at currying competency attributes (self-promotion), likeability (ingratiation), and moral worthiness (exemplification) to construct and shape a positive identify for themselves and their organization for their publics. Supplication strategies were used less frequently, while intimidation strategies were rarely used.
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Date Issued: 2012
Identifier: CFE0004411, ucf:49373
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004411

Title: CONTRIBUTIONS BY INDIVIDUAL AND GROUP STRATEGIES FOR ORGANIZATIONAL LEARNING IN ARCHITECTURAL, ENGINEERING, AND CONSTRUCTION FIRMS.
Creator: Beaver, Robert, Kotnour, Timothy, University of Central Florida
Abstract / Description: Organizations with multiple operating requirements require support functions to assist in execution of strategic goals. This effort, in turn, requires management of engineering activities in control of projects and in sustaining facilities. High level strategies include employing engineering support that consists of a project management function encompassing technical and managerial disciplines. The architecture/engineering, and construction office (AEC) is the subject of this research....
Show moreOrganizations with multiple operating requirements require support functions to assist in execution of strategic goals. This effort, in turn, requires management of engineering activities in control of projects and in sustaining facilities. High level strategies include employing engineering support that consists of a project management function encompassing technical and managerial disciplines. The architecture/engineering, and construction office (AEC) is the subject of this research. Engineering and construction oriented organizations have experienced challenges to their abilities to learn and grow. This has potential detrimental implications for these organizations if support functions cannot keep pace with changing objectives and strategy. The competitive nature and low industry margins as well as uniqueness of projects as challenges facing engineering and construction. The differentiated nature of projects tasks also creates a need for temporary and dedicated modes of operation and thereby tends to promote highly dispersed management practices that do not dovetail very well with other organizational processes. Organizational learning is a means to enhance and support knowledge management for improving performance. The problem addressed through this research is the gap between desired and achieved individual and group learning by members of the AEC, and the members' abilities to distinguish between the need for adaptive learning or innovation. This research addresses learning by individuals and groups, and the strategies employed through an empirical study (survey). A conceptual model for organizational learning contributions by individuals and groups is presented and tested for confirmation of exploitive or explorative learning strategies for individuals, and directions composed of depth and breadth of learning. Strategies for groups are tested for internal or external search orientations and directions toward the single or multi-discipline unit. The survey is analyzed by method of principal components extraction and further interpreted to reveal factors that are correlated by Pearson product moment coefficients and tested for significance for potential relationships to factors for outcomes. Correlation across dependent variables prevented interpretation of the most significant factors for group learning strategies. However, results provide possible support for direction in supporting processes that promote networking among individuals and group structures that recognize the dual nature of knowledge - that required for technical competency and that required for success in the organization. Recommendations for practitioners include adjustments to knowledge acquisition direction, promoting external collaboration among firms, and provision of dual succession pathways through technical expertise or organizational processes for senior staff.
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Date Issued: 2009
Identifier: CFE0002682, ucf:48194
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002682

Title: OCCUPATIONAL STRESS AND WORK-RELATED WELLBEING OF TURKISH NATIONAL POLICE (TNP) MEMBERS.
Creator: Kula, Sedat, T.H. Wan, Thomas, University of Central Florida
Abstract / Description: Previous studies suggest that the organizational dynamics of police organizations and the nature of police work contribute to law enforcement stress, which in turn reduces job satisfaction and increases burnout. It is also well documented that undesirable organizational factors are more hazardous to the well-being of employees than are the stressors due to nature of police work. The present study examines whether, and to what degree, organizational and operational stresses in law enforcement...
Show morePrevious studies suggest that the organizational dynamics of police organizations and the nature of police work contribute to law enforcement stress, which in turn reduces job satisfaction and increases burnout. It is also well documented that undesirable organizational factors are more hazardous to the well-being of employees than are the stressors due to nature of police work. The present study examines whether, and to what degree, organizational and operational stresses in law enforcement are associated with job satisfaction, work-related burnout, and supervisor support, holding the effects of age, rank, education, gender, tenure, and shift type constant in the analysis. A total of 538 Turkish National Police (TNP) employees from seven cities in Turkey, comprising 407 regular police officers and 131 ranked police officers, completed the study survey. The influence of organizational and operational stresses on the work-related well-being of TNP employees as measured by job satisfaction and work-related burnout was analyzed by structural equation modeling (SEM) under the theoretical framework of Kahn and Byosiere's (1992) causal theory. The results of the study indicate that TNP employees' perceived organizational stress has a statistically significant positive effect on work-related burnout and a negative effect on job satisfaction. The more TNP employees experience their organization as stress inducing, the lower their job satisfaction levels and the higher their burnout levels. Perceived operational stress of TNP employees was found to be significantly associated with their work-related burnout, but not with their job satisfaction. This study suggests that there is an indirect causal effect of both organizational and operational stresses on job satisfaction via supervisor support as mediator. Supervisor support fully mediates the relationship between operational stress and job satisfaction, and partially mediates the relationship between organizational stress and job satisfaction. After controlling the influence of several demographic variables, job satisfaction made a statistically significant contribution to predicting work-related burnout. This finding suggests that as job satisfaction of TNP employee increases, their work-related burnout decreases. The findings of the study revealed that among the six demographic variables, only education level of TNP employees and rank make statistically significant contribution to their job satisfaction levels. As rank and education level of TNP employees increase, their job satisfaction also increases. The predictor variables of organizational stress, operational stress, and supervisor support, along with education and rank collectively, explain 56 % of the total variation in job satisfaction. On the other hand, organizational stress, operational stress, job satisfaction, and supervisor support together account for 34 % of the total variance in work-related burnout. Overall, the findings of this study illustrate a need for internal policy reform and managerial change in how the executives of TNP organize their agencies and policies, since organizational stressors are the most prevalent factors determining the work-related well-being of TNP employees.
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Date Issued: 2011
Identifier: CFE0003862, ucf:48750
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003862

Title: An Applied Organizational Analysis of School Factors Affecting Technology Integration within the Context of Literacy Instruction.
Creator: Rawlinson, D'Ann, Boote, David, Zygouris-Coe, Vassiliki, Little, Mary, Pawlas, George, Behrens, Cherie, University of Central Florida
Abstract / Description: The purpose of this Dissertation in Practice was to analyze the organizational factors affecting technology integration within the context of literacy instruction at a single school site that was preparing to implement a 1:1 mobile device initiative in all K-5 classrooms the following academic year. This was achieved through conducting an organizational analysis using a multi-frame model developed by Bolman and Deal (2008). This study used a convergent parallel mixed methods research design...
Show moreThe purpose of this Dissertation in Practice was to analyze the organizational factors affecting technology integration within the context of literacy instruction at a single school site that was preparing to implement a 1:1 mobile device initiative in all K-5 classrooms the following academic year. This was achieved through conducting an organizational analysis using a multi-frame model developed by Bolman and Deal (2008). This study used a convergent parallel mixed methods research design consisting of teacher and administrator interviews, a quantitative and qualitative survey, and classroom observational data. One main evaluation question was designed to frame this organizational analysis: What organizational factors support and impede technology integration within the context of literacy instruction? To answer the main evaluation question, the evaluator collected data to answer six evaluation sub-questions. The evaluation sub-questions were developed to ensure that data was being collected among Bolman and Deal's (2008) four frames. In the context of integrating technology into literacy instruction, the data collected in this study suggest that the organizational strategies and issues within the human resource frame are impacting, and are impacted by, the organization's political, structural, and symbolic practices. The teachers' lack of opportunities to develop the requisite knowledge, experience, and skills needed to integrate technology into literacy instruction seem to have impacted the teachers' level of technology integration as well as their levels of concern. Data from this organizational analysis indicated that the lack of time was a major obstacle in learning how to integrate mobile devices into literacy instruction. The school's current team-based organizational model, while supporting other aspects of their education practices, may create structural and political barriers to effectively implement the 1:1 mobile device initiative. Observations and interviews suggested that the school values technology to support basic literacy skills, but not the transformative role of technology on literacy in today's society. Using all four frames of the Bolman and Deal's (2008) model allows an organization to look beyond one frame, such as developing human resources through professional development, when working towards implementing a school-wide initiative effectively. Although tailored professional development is necessary for teachers to learn how to integrate technology into literacy instruction, the professional development will not be effective without greater stability in the instructional staff, and focused political and structural solutions that will support the instructional staff's professional learning and implementation.
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Date Issued: 2015
Identifier: CFE0005989, ucf:50768
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005989

Title: An Evaluation of the Iowa State University Ecosystem.
Creator: Mazer, Cherie, Gunter, Glenda, Hayes, Grant, Vitale, Thomas, Cavanagh, Thomas, University of Central Florida
Abstract / Description: Purpose (-) This dissertation in practice is an evaluation study conducted at Iowa State University, entitled, Learning Ecosystem Assessment Review of Needs (LEARN). The evaluation posed these questions: (a) What educational technologies are currently used and what technologies will be needed in the future? (b) What are the attitudes and practices of faculty and students toward online and blended learning? (c) What academic technology support services are used? What are the perceptions of the...
Show morePurpose (-) This dissertation in practice is an evaluation study conducted at Iowa State University, entitled, Learning Ecosystem Assessment Review of Needs (LEARN). The evaluation posed these questions: (a) What educational technologies are currently used and what technologies will be needed in the future? (b) What are the attitudes and practices of faculty and students toward online and blended learning? (c) What academic technology support services are used? What are the perceptions of the support provided for the application of academic technologies? Methodology/design (-) The study was a mixed-methods design employing interviews with deans and focus groups and surveys of faculty and students. Findings (-) Iowa State University faculty and students use a wide array of academic technologies both in physical and virtual classrooms. The prevailing sentiment regarding the need for future academic technologies is not for new offerings and new features but for easier to use, more reliable technologies, and more timely support. Although Iowa State University has formally adopted online learning by offering numerous programs and courses, the university is in the early stages of adopting blended learning.Implications (-) The results and implications of the study inform the university on next steps to ready the institution for leveraging technology and preparing for the transformation toward strategic adoption of online and blended learning. The author outlines an organizational learning approach to manage change and promote adoption of blended learning.
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Date Issued: 2014
Identifier: CFE0005379, ucf:50445
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005379

Title: Predictors of an Effective Performance Measurement System: Evidence from Municipal Governments in Turkey.
Creator: Eliuz, Sedat, Kapucu, Naim, Hu, Qian, Martin, Lawrence, Wang, Xiaohu, University of Central Florida
Abstract / Description: The aim of this study is to examine the predictors of effective performance measurement in the context of Turkish municipalities. In the study, mainly the theoretical guidance of context-design-performance model has been utilized to examine the contextual and design factors which have influenced the effective use of performance measurement systems in Turkish municipalities. The following research questions were examined in this study: To what extent do Turkish municipalities implement...
Show moreThe aim of this study is to examine the predictors of effective performance measurement in the context of Turkish municipalities. In the study, mainly the theoretical guidance of context-design-performance model has been utilized to examine the contextual and design factors which have influenced the effective use of performance measurement systems in Turkish municipalities. The following research questions were examined in this study: To what extent do Turkish municipalities implement performance measurement systems effectively?, What are the predictors of effective performance measurement in Turkish municipalities?, and whether or to what extent do quality of performance measures, technical capacity of the municipality for performance measurement, organizational support, and external support for the use of performance measurement have influence on the effectiveness level of performance measurement systems in Turkish municipalities? In the study, the data were collected from Turkish municipalities by a self-administered online survey and were analyzed by using the structural equation modeling (SEM). It is hypothesized in the study that external support and organizational support for the use performance measurement, and technical capacity for the performance measurement are associated with quality of performance measures and effectiveness of performance measurement systems in general. The results of the study supported the hypotheses of the study regarding the relationships among organizational support, technical capacity, quality of performance measures, and effectiveness of performance measurement. Although the results confirmed that external support has an indirect effect on effectiveness of performance measurement via technical capacity and quality of performance measures, the hypothesis regarding the direct effect of it on effectiveness of performance measurement was not supported. Moreover, the study found that support of employees and citizens for the use of performance measurement in Turkish municipalities are relatively low, the municipalities have deficiencies both in the quantity and the quality of staff that are responsible for performance measurement activities, and the level of employee involvement in the development of performance measures is low.
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Date Issued: 2014
Identifier: CFE0005487, ucf:50364
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005487

Title: Managerial Descriptions of Characteristics and Communication Rule Violations of Millennial Employees: Insights into the Hospitality Industry.
Creator: Baker, Nicole, Hastings, Sally, Miller, Ann, Musambira, George, University of Central Florida
Abstract / Description: Millennials are the newest generation to enter the workforce. When Millennials enter organizations, managers construct perceptions about Millennials' communication behaviors, including their characteristics and adherence to organizational rules. These perceptions help managers decide Millennials' organizational fit. A review of literature revealed a scarcity of empirical research in this area with little empirical research from communication scholars who apply communication frameworks,...
Show moreMillennials are the newest generation to enter the workforce. When Millennials enter organizations, managers construct perceptions about Millennials' communication behaviors, including their characteristics and adherence to organizational rules. These perceptions help managers decide Millennials' organizational fit. A review of literature revealed a scarcity of empirical research in this area with little empirical research from communication scholars who apply communication frameworks, theories, and concepts. This research used the lens of social constructionism to understand the membership categorization devices and category-bound activities managers use to characterize Millennials. In order to better understand how Millennials conform to and change organizational culture, data were reviewed for those normative and code rules managers described Millennials violating. In this qualitative, exploratory study, 25 managers who were 31 years of age or older that worked in the hospitality industry and managed Millennial (18 to 30 years old) employees were interviewed through a snowball convenience sample. Interviews were transcribed and patterns were identified. Data analysis indicated that (")kids,(") (")age group,(") and (")Millennials(") and variations of the Millennial term were used to categorize Millennials. Analysis of category-bound activities showed patterns in Millennials' desire for learning and training, mixed preference for teamwork often affected by their liking for peers, and needs for frequent, clear, personalized feedback. With respect to rule violations, data showed that some organizations were adapting their cell phone policies in response to Millennial rules resistance. However, organizations were not willing to accommodate Millennials' rule violations in either the area of time-off requests or uncivil behavior due to organizational codes.
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Date Issued: 2013
Identifier: CFE0004649, ucf:49882
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004649

Title: HEALTHCARE COMMUNICATION NETWORKS: THE DISSEMINATION OF EMPLOYEE INFORMATION FOR HOSPITAL SECURITY.
Creator: Sumner, Jennifer, Liberman, Aaron, University of Central Florida
Abstract / Description: ABSTRACT: Healthcare in the United States is a system that, organizationally speaking, is fragmented. Each hospital facility is independently operated and is responsible for the hiring of its own employees. However, corrupt individuals can take advantage of this fragmentation and move from hospital to hospital, gaining employment while hiding previous employment history. Traditionally, hospitals have been reluctant to share information on their previous employees, even with other hospitals,...
Show moreABSTRACT: Healthcare in the United States is a system that, organizationally speaking, is fragmented. Each hospital facility is independently operated and is responsible for the hiring of its own employees. However, corrupt individuals can take advantage of this fragmentation and move from hospital to hospital, gaining employment while hiding previous employment history. Traditionally, hospitals have been reluctant to share information on their previous employees, even with other hospitals, for fear of issues surrounding defamation, negligent hiring, and violation of the employee's privacy. However, growth in healthcare services is expected to rise exponentially in the near future, increasing the demand for employees. The need, therefore, to exchange pertinent information regarding employees will become necessary as hospitals seek qualified employees to fill positions throughout their organizations. One way to promote this information exchange is to develop trusted information sharing networks among hospital units. This study examined the problems surrounding organizational information sharing as well as the current level of employee information sharing being conducted by hospitals nationwide. Utilizing a survey of hospital administrators, this study drew upon the theoretical foundations of the Diffusion of Innovation Theory, the Knowledge Management Theory, the Social Exchange Theory and the earlier organizational information sharing frameworks established by Dawes (1996) and Landsbergen and Wolken (1998; 2001) in order to examine the variables that contribute to propensity of hospital administrators to engage in the sharing of employee information with other organizations.
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Date Issued: 2008
Identifier: CFE0002010, ucf:47609
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002010

Title: ADAPTIVE SELF-REGULATION AND ORGANIZATIONAL POLITICS: INVESTIGATING THE EFFECTS IN THE ACCOUNTING PROFESSION.
Creator: Howell, Sharon, Peggy D. Dwyer, Robin W. Roberts, University of Central Florida
Abstract / Description: The purpose of this dissertation is to investigate whether or not perceptions of organizational politics mediate the relationships between accountants' personality and interpersonal traits and their perceptions of a superior's leadership ability and performance. An accountant who has a higher degree of confidence in his or her superior's abilities is more likely to be committed to a given project, resulting in a better project outcome. This benefits the client and ultimately society as a...
Show moreThe purpose of this dissertation is to investigate whether or not perceptions of organizational politics mediate the relationships between accountants' personality and interpersonal traits and their perceptions of a superior's leadership ability and performance. An accountant who has a higher degree of confidence in his or her superior's abilities is more likely to be committed to a given project, resulting in a better project outcome. This benefits the client and ultimately society as a whole. This study contributes to the accounting and psychology literatures because extant research views perceptions of leadership ability and performance from the perspective of the individual agent, with little or no recognition that social action and interaction shape and mold both the individual agent's actions and perceptions of those actions. Perceived leadership and perceived performance are important in accounting for several reasons. First, individuals act in part in relation and response to the expectations of others. Thus, the perception of effective leadership and performance is gained by meeting the expectations of others. Secondly, accountants with reputations for effectiveness have been found to be more successful in their careers. Finally, the reputation for effectiveness in performance and leadership ability has been shown to increase those abilities. This study draws on the adaptive self-regulation framework as well as other theoretical models of perceived performance. The study results indicate that certain manageable personality, interpersonal, and contextual variables affect how accountants view the level of organizational politics within the workplace. In turn, the accountant's view of the organizations' politics is shown to very strongly affect how the accountant perceives his or her superiors' performance and leadership ability.
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Date Issued: 2005
Identifier: CFE0000507, ucf:46458
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000507

Title: Nike(&)#191;s Corporate Social Advocacy (CSA) Practices as Related to Strategic Issues Management (SIM) and Threats to Organizational Legitimacy.
Creator: Heffron, Eve, Dodd, Melissa, Spence, Patric, Yu, Nan, University of Central Florida
Abstract / Description: This research examined how corporate social advocacy (CSA) and corporate social responsibility (CSR) efforts impacted perceptions of authenticity. Using an experimental survey, participants were randomly exposed to Nike's actions related to the Black Lives Matter (BLM) movement via mock-online news articles. Participants completed a survey that contained Likert-type scale items regarding attitudes (perceived corporate intent, perceived authenticity, brand trust, and brand credibility) and...
Show moreThis research examined how corporate social advocacy (CSA) and corporate social responsibility (CSR) efforts impacted perceptions of authenticity. Using an experimental survey, participants were randomly exposed to Nike's actions related to the Black Lives Matter (BLM) movement via mock-online news articles. Participants completed a survey that contained Likert-type scale items regarding attitudes (perceived corporate intent, perceived authenticity, brand trust, and brand credibility) and behavioral intentions (word of mouth intentions (WOM), and purchase intention (PI)). Results indicated that positive attitudes significantly increased when Nike implemented an action step after taking a public stance on a controversial social-political issue. Further, results revealed significant differences for positive WOM intentions and PI, given the experimental prompt. This study extends public relations scholarship through expanding our understanding of stakeholder perceptions of authenticity when companies engage in CSA and CSR practices. To earn legitimacy, companies must meet stakeholder expectations through successfully executing socially responsible actions. This study illustrates a need for future research on stakeholder perceptions of authenticity when various action steps are added to a company stance on divisive social-political issues.
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Date Issued: 2019
Identifier: CFE0007650, ucf:52461
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007650

Title: ORGANIZATIONAL SAFETY CULTURE AND IDIVIDUAL SAFETY BEHAVIOR: A CASE STUDY OF THE TURKISH NATIONAL POLICE AVIATION DEPARTMENT.
Creator: Uryan, Yildirim, T. H. Wan, Thomas, University of Central Florida
Abstract / Description: Human related accidents in high-risk industries amount to a significant economic hazard and incur tremendous damages, causing excessive operational costs and loss of life. The aviation industry now observes human-related accidents more frequently than in the past, an upswing attributable to cutting-edge technology usage and the complex systems employed by aviation organizations. Historically, aviation accidents have been attributed to individual unsafe behavior. However, contemporary accident...
Show moreHuman related accidents in high-risk industries amount to a significant economic hazard and incur tremendous damages, causing excessive operational costs and loss of life. The aviation industry now observes human-related accidents more frequently than in the past, an upswing attributable to cutting-edge technology usage and the complex systems employed by aviation organizations. Historically, aviation accidents have been attributed to individual unsafe behavior. However, contemporary accident causation models suggest that organizational-level factors influence individual safety performance, as human-related accidents take place in an organizational context. The present study examines the formation of organizational safety culture and influence on individualsÃ‚Â' safety behavior in a police aviation environment. The theory of planned behavior guides the study model in explaining individual variability in safety behavior via organizational safety culture. The study conceptualized organizational safety culture and individual safety behavior as multidimensional constructs. Confirmatory factor analysis was conducted for each latent construct to validate the construct validity for each measurement model. Organizational safety culture was observed via safety climate facets, which contained four subcomponents including individual attitude, group norms, management attitude, and workplace pressures. Individual safety behavior contained violation and error components observed by self-reported statements. Structural equation modeling was conducted to test the study hypotheses. Utilizing a sample of 210 employees from the Turkish National Police Aviation Department, a 53-item survey was conducted to measure individualsÃ‚Â' safety culture perceptions and self-reported safety behaviors. The results suggest that individual safety behavior is significantly influenced by organizational safety culture. Except for the relation between workplace pressures and intention, all suggested relations and correlations were statistically significant. The four-factor measurement model of organizational safety climate fit reasonably well to the data, and most correlations between the safety climate components were significant at the .05 level. IndividualsÃ‚Â' self-reported error behavior is positively associated with age, and individualsÃ‚Â' self-reported violation behavior is positively associated with years of service. Overall, along with organizational safety culture, age and service-year variables accounted for 65% of the variance in intention, 55% of the variance in violation behavior, and 68% of the variance in error behavior. Lastly, no significant difference manifested among pilots, maintenance personnel, and office staff according to their self-related safety behaviors. The findings have theoretical, policy, and managerial implications. First, the theory of planned behavior was tested, and its usefulness in explaining individualsÃ‚Â' safety behavior was demonstrated. The survey instrument of the study, and multi-dimensional measurement models for organizational safety climate and individual safety behavior were theoretical contributions of the study. Second, the emergence of informal organizational structures and their effects on individuals indicated several policy implications. The study also revealed the importance of informal structures in organizations performing in high-risk environments, especially in designing safety systems, safety policies, and regulations. Policy modification was suggested to overcome anticipated obstacles and the perceived difficulty of working with safety procedures. The influences of age on error behavior and years of service on violation behavior point to the need for several policy modifications regarding task assignment, personnel recruitment, health reports, and violation assessment policies. As well, managerial implications were suggested, including changing individualsÃ‚Â' perceptions of management and group attitudes toward safety. The negative influence of anticipated obstacles and the perceived difficulties of safety procedures on individual safety behavior pointed out managementÃ‚Â's role in reducing risks and accidents by designing intervention programs to improve safety performance, and formulating proactive solutions for problems typically leading to accidents and injuries.
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Date Issued: 2010
Identifier: CFE0003190, ucf:48587
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003190

Title: A Historical Analysis of the Evolution of the Administrative and Organizational Structure of the University of Central Florida as it Relates to Growth.
Creator: Lindsley, Boyd, Murray, Barbara, Doherty, Walter, Murray, Kenneth, Dziuban, Charles, University of Central Florida
Abstract / Description: This was a qualitative historical study, which was recounted chronologically and organized around the terms of the four full-time presidents of the university. The review addressed the processes associated with the establishment and development of Florida Technological University beginning in 1963 through its name change to the University of Central Florida in 1979, concluding in 2013. The organization's mission, vision, and goals, how they evolved and the impact they had on the university...
Show moreThis was a qualitative historical study, which was recounted chronologically and organized around the terms of the four full-time presidents of the university. The review addressed the processes associated with the establishment and development of Florida Technological University beginning in 1963 through its name change to the University of Central Florida in 1979, concluding in 2013. The organization's mission, vision, and goals, how they evolved and the impact they had on the university were of particular interest. The study was focused on the administrative actions and organizational changes that took place within the university to assist faculty in teaching, research, and service as well as external conditions and events which impacted the university and shaped its development. The growth of the university, as well as the productivity of the faculty, were of interest in the study.
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Date Issued: 2015
Identifier: CFE0005650, ucf:50187
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005650

Title: TOWARD A THEORY OF PRACTICAL DRIFT IN TEAMS.
Creator: Bisbey, Tiffany, Salas, Eduardo, University of Central Florida
Abstract / Description: Practical drift is defined as the unintentional adaptation of routine behaviors from written procedure. The occurrence of practical drift can result in catastrophic disaster in high-reliability organizations (e.g. the military, emergency medicine, space exploration). Given the lack of empirical research on practical drift, this research sought to develop a better understanding by investigating ways to assess and stop the process in high-reliability organizations. An introductory literature...
Show morePractical drift is defined as the unintentional adaptation of routine behaviors from written procedure. The occurrence of practical drift can result in catastrophic disaster in high-reliability organizations (e.g. the military, emergency medicine, space exploration). Given the lack of empirical research on practical drift, this research sought to develop a better understanding by investigating ways to assess and stop the process in high-reliability organizations. An introductory literature review was conducted to investigate the variables that play a role in the occurrence of practical drift in teams. Research was guided by the input-throughput-output model of team adaptation posed by Burke, Stagl, Salas, Pierce, and Kendall (2006). It demonstrates relationships supported by the results of the literature review and the Burke and colleagues (2006) model denoting potential indicators of practical drift in teams. Research centralized on the core processes and emergent states of the adaptive cycle; namely, shared mental models, team situation awareness, and coordination. The resulting model shows the relationship of procedure—practice coupling demands misfit and maladaptive violations of procedure being mediated by shared mental models, team situation awareness, and coordination. Shared mental models also lead to team situation awareness, and both depict a mutual, positive relationship with coordination. The cycle restarts when an error caused by maladaptive violations of procedure creates a greater misfit between procedural demands and practical demands. This movement toward a theory of practical drift in teams provides a conceptual framework and testable propositions for future research to build from, giving practical avenues to predict and prevent accidents resulting from drift in high-reliability organizations. Suggestions for future research are also discussed, including possible directions to explore. By examining the relationships reflected in the new model, steps can be taken to counteract organizational failures in the process of practical drift in teams.
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Date Issued: 2014
Identifier: CFH0004636, ucf:45300
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFH0004636

Title: IMPROVING BUSINESS PERFORMANCE THROUGH THE INTEGRATION OF HUMAN FACTORS ENGINEERING INTO ORGANIZATIONS USING A SYSTEMS ENGINEERING APPROACH.
Creator: Philippart, Monica, Karwowski, Waldemar, University of Central Florida
Abstract / Description: Most organizations today understand the valuable contribution employees as people (rather than simply bodies) provide to their overall performance. Although efforts are made to make the most of the human in organizations, there is still much room for improvement. Focus in the reduction of employee injuries such as cumulative trauma disorders rose in the 80's. Attempts at increasing performance by addressing employee satisfaction through various methods have also been ongoing for several...
Show moreMost organizations today understand the valuable contribution employees as people (rather than simply bodies) provide to their overall performance. Although efforts are made to make the most of the human in organizations, there is still much room for improvement. Focus in the reduction of employee injuries such as cumulative trauma disorders rose in the 80's. Attempts at increasing performance by addressing employee satisfaction through various methods have also been ongoing for several years now. Knowledge Management is one of the most recent attempts at controlling and making the best use of employees' knowledge. All of these efforts and more towards that same goal of making the most of people's performance at work are encompassed within the domain of the Human Factors Engineering/Ergonomics field. HFE/E provides still untapped potential for organizational performance as the human and its optimal performance are the reason for this discipline's being. Although Human Factors programs have been generated and implemented, there is still the need for a method to help organizations fully integrate this discipline into the enterprise as a whole. The purpose of this research is to develop a method to help organizations integrate HFE/E into it business processes. This research begun with a review of the ways in which the HFE/E discipline is currently used by organizations. The need and desire to integrate HFE/E into organizations was identified, and a method to accomplish this integration was conceptualized. This method consisted on the generation of two domain-specific ontologies (a Human Factors Engineering/Ergonomics ontology, and a Business ontology), and mapping the two creating a concept map that can be used to integrate HFE/E into businesses. The HFE/E ontology was built by generating two concept maps that were merged and then joined with a HFE/E discipline taxonomy. A total of four concept maps, two ontologies and a taxonomy were created, all of which are contributions to the HFE/E, and the business- and management-related fields.
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Date Issued: 2008
Identifier: CFE0002445, ucf:47716
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002445

Title: The role perception of Organizational Citizenship Behavior in the Japanese hospitality industry: Culture-based characteristics and generational difference.
Creator: Negoro, Yoko, Ro, Heejung, Hara, Tadayuki, Gregory, Amy, University of Central Florida
Abstract / Description: Although a substantial amount of research on Organizational Citizenship Behavior (OCB) has been conducted, little is known about it within the context of the Japanese hospitality industry. While OCB is generally considered to be beyond ordinary job duties (extra-role), some researchers suggest that Japanese employees view OCB as part of their job (in-role). However, theoretical explanation for this phenomenon is still scant. This research aims to examine how culture-based organizational...
Show moreAlthough a substantial amount of research on Organizational Citizenship Behavior (OCB) has been conducted, little is known about it within the context of the Japanese hospitality industry. While OCB is generally considered to be beyond ordinary job duties (extra-role), some researchers suggest that Japanese employees view OCB as part of their job (in-role). However, theoretical explanation for this phenomenon is still scant. This research aims to examine how culture-based organizational characteristics (workplace harmony and customer orientation) and generation influence the role perception of OCB among Japanese hospitality employees. An online survey was developed and distributed to hospitality employees working in Japan using snowball sampling and resulting in a total of 303 participants. The results showed that Japanese culture-based characteristics, workplace harmony and customer orientation, positively influenced in-role perceptions of OCB-Altruism and OCB-General compliance. In addition, older generations showed higher in-role perception of OCB-General compliance than Generation Y. This research contributes to OCB literature by examining the impact of culture-based organizational characteristics on the employee's positive behavior that helps increase organizational performance. Workplace harmony and customer orientation in Japanese service organizations have often been noted by researchers, however they are rarely examined. This research contributes to the hospitality service management literature by documenting their impact on OCB through an empirical examination. Lastly, the findings of this study provide hospitality practitioners with a better understanding of employee citizenship behaviors in a collectivistic cultural background so that the results can aid human resources practices, including recruiting and training.
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Date Issued: 2016
Identifier: CFE0006363, ucf:51524
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006363

Organizational Culture (5)	+ -
Knowledge Management (3)	+ -
Organizational Change (3)	+ -
Organizational Citizenship Behavior (3)	+ -
organizational commitment (3)	+ -

organizational culture (3)	+ -
organizational justice (3)	+ -
Decision Making (2)	+ -
Higher Education (2)	+ -
Leadership (2)	+ -
Millennials (2)	+ -
OCB (2)	+ -
Organizational Behavior (2)	+ -
Organizational Politics (2)	+ -
Performance (2)	+ -
SEM (2)	+ -
Turkish National Police (2)	+ -
confirmatory factor analysis (2)	+ -
education (2)	+ -
job satisfaction (2)	+ -
law enforcement (2)	+ -
leadership (2)	+ -
organizational (2)	+ -
organizational change (2)	+ -
organizational climate (2)	+ -
organizational effectiveness (2)	+ -
organizational learning (2)	+ -
organizational structure (2)	+ -
organizational support (2)	+ -
structural equation modeling (2)	+ -

ETD Collection (64)	+ -
Honors Collection (4)	+ -

University of Central Florida (68)	+ -
Kapucu, Naim (7)	+ -
Fritzsche, Barbara (6)	+ -
Hastings, Sally (4)	+ -
Kotnour, Timothy (4)	+ -

Musambira, George (4)	+ -
Rivera, Fernando (4)	+ -
Wan, Thomas (4)	+ -
Jentsch, Kimberly (3)	+ -
Karwowski, Waldemar (3)	+ -
Little, Mary (3)	+ -
Schminke, Marshall (3)	+ -
Ambrose, Maureen (2)	+ -
Boote, David (2)	+ -
Bozeman, William (2)	+ -
Diaz, Rey (2)	+ -
Folger, Robert (2)	+ -
Hayes, Grant (2)	+ -
Hu, Qian (2)	+ -
Joseph, Dana (2)	+ -
Martin, Lawrence (2)	+ -
Rabelo, Luis (2)	+ -
Salas, Eduardo (2)	+ -
Shoss, Mindy (2)	+ -
Vitale, Thomas (2)	+ -
Wang, Xiaohu (2)	+ -
Weger, Harry (2)	+ -
Zhang, Ning (2)	+ -
Abel, Eileen (1)	+ -
Akinyele, Kazeem (1)	+ -

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