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Title: Company unions today.
Creator: Dunn, Robert Williams
Date Issued: 1935
Identifier: 370342, CFDT370342, ucf:5475
Format: Document (PDF)
PURL: http://purl.flvc.org/FCLA/DT/370342

Title: The Correlation of Global-Performance Rank Order Ratings with Factor Scores on a Graphic Rating Scale.
Creator: Dillard, Richard B., Shirkey, Edwin C, Social Sciences
Abstract / Description: Florida Technological University College of Social Sciences Thesis
Date Issued: 1977
Identifier: CFR0011955, ucf:53103
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFR0011955

Title: THE RELATION BETWEEN OPTIMISM AND JOB PERFORMANCE: AN APPLIED SETTING.
Creator: Davis, Mary, Wooten, William, University of Central Florida
Abstract / Description: Research on cognitive ability measures consistently concludes that they are predictive of employee performance. While accounting for only about 9% of the variance in performance, however, cognitive ability measures are not sufficient. Alternative measures, such as measures of personality constructs, must be included to fully predict employee performance. The research on personality measures suggests that they are marginally predictive of employee performance. Research also suggests that...
Show moreResearch on cognitive ability measures consistently concludes that they are predictive of employee performance. While accounting for only about 9% of the variance in performance, however, cognitive ability measures are not sufficient. Alternative measures, such as measures of personality constructs, must be included to fully predict employee performance. The research on personality measures suggests that they are marginally predictive of employee performance. Research also suggests that predicative accuracy of personality measures can be enhanced when the measure is specific to the situation (i.e., stress measure are more predictive of performance in high stress situations compared to moderate or low stress situations). The current study compares a specific measure of a personality construct, the Seligman Attributional Style Questionnaire (a measure of optimism), with a broad, general measure of personality, the Gordon Personal Profile-Inventory, comparing jobs specifically requiring higher levels of optimism versus jobs that do not require high levels of optimism. The results suggest that the use of the SASQ under situationally specific conditions does not result in greater predictive accuracy that the more generic GPPI. In addition, neither measure resulted in significant correlations with employee performance. The study generally confirmed the literature on the limited utility of personality measures in predicting performance. It also raised questions about how situational specificity is operationized.
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Date Issued: 2006
Identifier: CFE0001262, ucf:46930
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001262

Title: MENTORING EXPATRIATE EMPLOYEES: THE INFLUENCE OF MULTIPLE MENTORS ON OVERSEAS EXPERIENCES.
Creator: Littrell, Lisa, Smith-Jentsch, Kimberly, University of Central Florida
Abstract / Description: Sending employees overseas for international work assignments has become a popular practice among today's multinational corporations, albeit one fraught with challenges. These expatriate employees, individuals who relocate internationally for work assignments, face many difficulties ranging from problematic adjustment to inadequate preparation. Mentoring has been proposed as one strategy for alleviating the challenges faced by expatriates and for providing the support expatriates need...
Show moreSending employees overseas for international work assignments has become a popular practice among today's multinational corporations, albeit one fraught with challenges. These expatriate employees, individuals who relocate internationally for work assignments, face many difficulties ranging from problematic adjustment to inadequate preparation. Mentoring has been proposed as one strategy for alleviating the challenges faced by expatriates and for providing the support expatriates need before, during, and after their assignments (Harvey & Wiese, 2002; Mezias & Scandura, 2005). In fact, expatriates that report having a mentor are more likely than expatriates without mentors to have positive career outcomes such as increased job satisfaction and organizational socialization (Feldman & Bolino, 1999; Feldman & Thomas, 1992). Yet, research on expatriate mentoring is still in its infancy as very little empirical research has been conducted. This study will extend past research by 1) investigating the effects of having a mentor and the amount of mentoring provided, 2) exploring the isolated impact of both career development and psychosocial support on expatriate outcomes, and 3) examining the unique impact of mentoring provided by home and host country mentors. The results revealed that the number of mentors that an expatriate reported having was not related to expatriate socialization, cross-cultural adjustment, job satisfaction, intent to remain for the duration of the assignment, or intent to turnover. The results also showed that for the expatriates having two or more mentors, having a diverse group of mentors, that is, at least one mentor from the home country and one mentor from the host country, was not related to any of the expatriate outcomes examined. Further, the results indicated that home and host country colleagues provide unique mentoring functions that predict expatriate outcomes on overseas assignments. Theoretical and practical implications based upon these findings are discussed.
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Date Issued: 2007
Identifier: CFE0001648, ucf:47235
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001648

Title: THE COST OF BEING ME: ASSESSING THE CONSEQUENCES OF COMPLIANCE WITH PERCEIVED PRESSURE TO ASSIMILATE IN WORK ROLES.
Creator: Phillips, Tangela, Jones, Foard, University of Central Florida
Abstract / Description: Acculturation refers to the process of change and adaptation that occurs between members of cultural groups, especially when one or more minority groups merge with the majority (Berry, 1980). In order to effectively manage diversity, organizational leaders are beginning to realize the importance of understanding the dynamics associated with cross cultural interactions in the workplace. This dissertation focuses on the acculturation mode of assimilation relative to the experiences of 101...
Show moreAcculturation refers to the process of change and adaptation that occurs between members of cultural groups, especially when one or more minority groups merge with the majority (Berry, 1980). In order to effectively manage diversity, organizational leaders are beginning to realize the importance of understanding the dynamics associated with cross cultural interactions in the workplace. This dissertation focuses on the acculturation mode of assimilation relative to the experiences of 101 African Americans employed in faculty and staff positions in colleges and universities located in the Southeastern United States. Specifically, the moderating role of ethnic identity on the relation between perceived pressure to assimilate and compliance, and the relations between compliance and both work stress and turnover intentions were assessed. The concept of perceived pressure to assimilate in organizations suggests that employees perceive that they are expected to deny their ethnic identities, or at least their expression, at work in order to conform to the norms of the organization. However, for employees with strong ethnic identities, their ethnicity is an essential component of their self-concept and pressure to deny that aspect of themselves may result in a conflict where they must decide whether to comply or to leave the organization. A Model of the Individual Consequences of Assimilation Pressure is presented based upon the Role Taking Model (Katz & Kahn, 1978), the Model of the Effects of Culture on Role Behavior (Stone-Romero, Stone and Salas, 2003), the Acculturation Typology (Berry, 1980), and the Model of Social Influence (Kelman, 1958). The participants completed questionnaires designed to assess the following constructs: perceived pressure to assimilate, ethnic identity, compliance, work stress, and turnover intentions. In order to obtain an additional assessment of compliance, the primary participants' compliance behavior was rated by their coworkers. As hypothesized, the results supported a positive relation between compliance and work stress. The other hypothesized relations were not supported. The implications of these results, a discussion of the study's limitations, and directions for future research are presented.
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Date Issued: 2008
Identifier: CFE0002499, ucf:47692
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002499

Title: THE EFFECTS ON SHAREHOLDER WEALTH FOR COMPANIES THAT INVEST IN THEIR EMPLOYEES.
Creator: Threlfall, Alison, Gilkeson, James, University of Central Florida
Abstract / Description: Companies have been known to reduce their costs by reducing their spending on employee benefits, but in the last decade there has been an increasing interest on how these decisions affect not just employee productivity and turnover, but also overall shareholder wealth and company profitability. This thesis seeks to answer whether companies that have a greater focus on their employee welfare and satisfaction are more financially stable and profitable than their competitors. The research and...
Show moreCompanies have been known to reduce their costs by reducing their spending on employee benefits, but in the last decade there has been an increasing interest on how these decisions affect not just employee productivity and turnover, but also overall shareholder wealth and company profitability. This thesis seeks to answer whether companies that have a greater focus on their employee welfare and satisfaction are more financially stable and profitable than their competitors. The research and analysis consists of 40 companies, 20 highly rated by their employees paired with 20 of the worst companies according to employee opinion and benefits. Each pair must consist of comparable companies based on their industry and size. All companies are also part of Fortune 1000 and must be publicly traded. After conducting multiple tests on the data collected for each company and industry, the results support the hypothesis of a positive correlation between employee spending and shareholder wealth.
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Date Issued: 2015
Identifier: CFH0004865, ucf:45446
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFH0004865

Title: RELATIONSHIP BETWEEN SUPERVISOR LOCUS OF CONTROL AND EMPLOYEE SATISFACTION IN A RESIDENTIAL CARE FACILITY.
Creator: Nowotniak, Patricia, House, Jess, University of Central Florida
Abstract / Description: The goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were...
Show moreThe goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were given a locus of control scale; employees were additionally given a job satisfaction survey. The relationship between the supervisors' locus of control and employee satisfaction was evaluated as well as the relationship between the employees' locus of control and their job satisfaction. The resignation rate and rate of transfers within the agency were established for each of the supervisors and were assessed in relationship to the locus of control of the supervisors. Factors such as the level of physical exertion required by employees in their job duties and the level of behavioral intervention in their homes were assessed as they related to their own job satisfaction, their transfers, and their rates of resignations. Findings from the correlation procedures revealed no relationship to a statistically significant degree between the locus of control of supervisors and their employees' job satisfaction. The locus of control of supervisors was also not found to be statistically significantly correlated with the numbers of employee transfers within the organization; however, a relationship between the locus of control of supervisors and employee resignations was established. The supervisors who had an internal locus of control had fewer resignations. A statistically significant negative relationship was also found between employees' job satisfaction and their own locus of control. The employees who had an internal locus of control reported higher job satisfaction. Although there was no relationship established between the employees' job satisfaction and type of exertion, there was a statistically significant negative relationship between behavioral exertion and requests for inter-agency transfers and resignations, and a positive correlation between physical exertion and number of resignations. Results of this study suggest that locus of control is an impacting variable for job satisfaction and turnover. Combining attribution training with effective management practices with all employees may increase employee satisfaction. Findings from this research suggest a need for a better refinement of the theoretical construct of job satisfaction and a need to evaluate the effectiveness of the instrumentation currently used to determine job satisfaction.
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Date Issued: 2005
Identifier: CFE0000558, ucf:46417
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000558

Title: EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES.
Creator: Johnson, Catherine, Upchurch, Randall, University of Central Florida
Abstract / Description: Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment...
Show moreEmployee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two types of employees: salaried and hourly. This study focuses on hourly employees, and their subdivision: tipped employees. For the purpose of this research hourly employees shall be defined as employees that depend on their hourly wage as their main source of income and tipped employees shall be defined as employees that depend on the receipt of tips as their main source of income. The purpose of this study desires to provide practitioners in the restaurant industry a comparison and analysis of employee motivation between the two employment groups and their level of organizational commitment. After formulating a thorough research review, a questionnaire instrument was assembled. The sample for this study was a convenience sample consisting of 104 restaurant hourly tipped and non-tipped, front of the house personnel employed in a single branded, national restaurant chain located in the metropolitan area of Orlando, Florida. The research instrument was a survey questionnaire instrument comprised of three sections: 1.) twelve motivational factors derived from Kovach (1995), 2.) nine questions from the reduced OCQ from Mowday, Steers, and Porter (1979), and a section concerning demographic information of gender, age, race, education level, marital status, job type and tenure in the industry. Results from the study revealed that firstly, all of the employees in this thesis study felt that management loyalty was the most important motivating factor; secondly, intrinsic motivation factors were more important to non-tipped hourly employees; thirdly, gender had a strong influence in half of the motivating factors; fourthly, promotion and career development was found to be more important to non-tipped employees; lastly, overall mostly medium positive relationships were found between employee motivation and organizational commitment. Implications, limitations, and suggestions for future research are discussed in the final chapter.
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Date Issued: 2005
Identifier: CFE0000847, ucf:46655
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000847

Title: ORGANIZATIONAL CHANGE AT THE SERVICE DELIVERY LEVEL: AN INVESTIGATION INTO THE PERCEIVED REACTION TO CHANGE INITIATIVES IN MORALE, WELFARE ANDRECREATION ACTIVITIES OF THE US ARMY.
Creator: Cochran, Larry, Maiden, Paul, University of Central Florida
Abstract / Description: As the speed of change increases, federal agencies are challenged more often to develop and implement improvements to existing programs, new programs to meet new needs, or adjustments to programs based on changed circumstances of delivery. Built on the foundation of systems theory, expectancy theory, and field theory, this research seeks to explain why some managers do not propose changes in their organizations---even when the very survival of the organization is at risk. By measuring the...
Show moreAs the speed of change increases, federal agencies are challenged more often to develop and implement improvements to existing programs, new programs to meet new needs, or adjustments to programs based on changed circumstances of delivery. Built on the foundation of systems theory, expectancy theory, and field theory, this research seeks to explain why some managers do not propose changes in their organizations---even when the very survival of the organization is at risk. By measuring the fields of influence encountered by managers, we find that the chain of command is supportive of change initiatives. Other organizational elements--human resources and legal staff were measured in this research--are, in general, indifferent about the managers' effort to change. Employees, on the other hand, are strongly opposed to any change with even minimal impact on their work habits and conditions. Based on a survey of 201 managers of Army morale, welfare and recreation activities worldwide, this research views the climate for change from the perspective of the activity manager. There are general findings, along with detailed analysis, that support the need for a change to the environment itself. Executives charged with reviewing and approving activity-initiated changes may find this study useful in developing implementation strategies. Managers may take comfort in knowing that their environment is highly consistent with the experiences of other managers. Support staff--particularly legal and human resources offices--may find the perceptions of managers to be incongruent with the service objectives. We hope that everyone can find enlightenment, or perhaps confirmation of their own experiences, in the responses of these managers, and can use this information productively in the management of their areas of responsibility.
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Date Issued: 2006
Identifier: CFE0001004, ucf:46834
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001004

Title: Trouble in Paradise: Impacts of Theme Park Tourism on the Mental Health of Employees in Orlando, Florida.
Creator: Harvey, Lea, Reyes-Foster, Beatriz, Falu, Nessette, Harris, Shana, University of Central Florida
Abstract / Description: Tourism is a topic that has gained much attention within the realm of anthropology over the past few decades. Anthropological research of the tourism industry has been largely devoted to the study of the tourist gaze and its subsequent sociocultural impacts as well as the benefits that travelers reap from their colonialist excursions. However, the voices of those who form the foundation of this industry, the laborers, remain almost entirely absent from said discourse. Furthermore, there is a...
Show moreTourism is a topic that has gained much attention within the realm of anthropology over the past few decades. Anthropological research of the tourism industry has been largely devoted to the study of the tourist gaze and its subsequent sociocultural impacts as well as the benefits that travelers reap from their colonialist excursions. However, the voices of those who form the foundation of this industry, the laborers, remain almost entirely absent from said discourse. Furthermore, there is a lack of anthropological consideration for the relationship between tourism and mental health experiences of employees within the tourism industry. One specific region that is rife with information on tourism and its effects is Orlando, Florida. This research employs participant observation and semi-structured interviews to analyze the lived mental health experiences of current/former Disney cast members as a direct result of their employment within Disney and the Orlando theme park tourism industry. Not only does this thesis aim to backtrack the erasure of the perspectives of tourism employees and help create a space for them to make their voices heard, but it also attempts to bridge the gap of consideration for the impacts of tourism on the mental health of tourism employees within anthropology and touristic studies. Through the application of my own research as well as the minimal amount of relevant anthropological and touristic studies literature, I argue that Orlando theme park tourism exists as a type of structural violence that utilizes performativity and a neoliberal market to cast tourism employees in a slot of servitude that is nearly impossible to escape. As a result, this research possesses great potential to highlight the ways in which Orlando can become the happiest place on earth for its residents and employees, not just those who engage with it for their own leisurely gain.
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Date Issued: 2019
Identifier: CFE0007815, ucf:52336
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007815

Title: From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
Creator: Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description: 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.
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Date Issued: 2017
Identifier: CFE0006584, ucf:51319
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006584

Title: Employee Engagement, Job Attitudes, and Work Behavior: A Meta-Analytic Test of the Incremental Validity of Employee Engagement.
Creator: Koenig, Nick, Fritzsche, Barbara, Joseph, Dana, Bowers, Clint, Roth, Colin, University of Central Florida
Abstract / Description: Although the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts...
Show moreAlthough the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts both specific and broadly-defined work behaviors, and (c) estimating the unique predictive validity of engagement above and beyond job attitudes. Several regression equations and structural equation models were tested using a combination of previous meta-analytic correlations (k = 95) and original meta-analytic correlations (k = 12). Results of the study found that engagement does offer unique incremental validity over several work-related behaviors (task performance, ?R2 = .037; contextual performance, ?R2 = .025; turnover, ?R2 = .083), however this incremental validity has been over-stated in previous research. Results also found that the A-factor (higher order attitudinal construct) is strongly related to behavioral engagement (higher order behavioral construct) (? = .62) suggesting that when attitudes and behaviors are examined on the same level of specificity there is a strong predictive relationship between the two. These results suggest that although engagement may not be as unique as previous research has implied it does offer utility in the sense that it acts as a proxy for the A-factor.
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Date Issued: 2013
Identifier: CFE0004873, ucf:49656
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004873

Title: How does Jay-customer Affect Employee Job Stress and Job Satisfaction?.
Creator: Kim, Gawon, Ro, Hee Jung, Kwun, David, Hutchinson, Joe, University of Central Florida
Abstract / Description: Guest-contact employees interact with various types of customers, and they are often exposed to stressful conditions caused by the deviant, or jay-customers. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employees' job stress, and consequently, job satisfaction. Surveys of 210 participants, currently working as guest-contact employees in the hospitality industry, were analyzed for the study. The results of hierarchical...
Show moreGuest-contact employees interact with various types of customers, and they are often exposed to stressful conditions caused by the deviant, or jay-customers. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employees' job stress, and consequently, job satisfaction. Surveys of 210 participants, currently working as guest-contact employees in the hospitality industry, were analyzed for the study. The results of hierarchical multiple regression analyses show a positive relationship between the experience of customer incivility and employees' job stress. Additionally, the results indicate a full mediation effect of employees' job stress on the relationship between customer incivility and employees' job satisfaction. Unfortunately, the study was not able to analyze customer aggression, because the majority of the participants did not report customer aggression. The findings of this study make a contribution to the hospitality service management literature by providing empirical evidence of customer incivility and its negative impact on guest-contact employees. Hospitality managers should acknowledge the existence of jay-customer behaviors and recognize their significant impact on employees' job stress and job satisfaction.
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Date Issued: 2012
Identifier: CFE0004563, ucf:49223
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004563

Title: INITIAL TESTING OF THE CONTINUOUS EMPLOYEE DEVELOPMENT MODEL: OUTCOME EXPECTATIONS AND WORK-RELATED IMPLICIT THEORY.
Creator: Garofano, Christina, Salas, Eduardo, University of Central Florida
Abstract / Description: Understanding and promoting lifelong learning in employees is important for employees' future marketability (Robinson & Rousseau, 1994) and for creating learning organizations (Senge, 1990). To further this understanding, components of a model of the motivation to engage in continuous employee development (Garofano & Salas, 2005) were tested. New scales were created for work-related implicit theory and outcome expectations and the validity of these scales and these variables in the model...
Show moreUnderstanding and promoting lifelong learning in employees is important for employees' future marketability (Robinson & Rousseau, 1994) and for creating learning organizations (Senge, 1990). To further this understanding, components of a model of the motivation to engage in continuous employee development (Garofano & Salas, 2005) were tested. New scales were created for work-related implicit theory and outcome expectations and the validity of these scales and these variables in the model were investigated. Alternate models were also contrasted with the Garofano and Salas model (2005). The study used self-report surveys administered to staff and faculty recruited from training classes in higher learning institutions in a three month longitudinal investigation. The results suggest that work-related implicit theory is a valid contributor in this model but that modifications to the model may be beneficial, including a more complex central motivational component. Implications of these results for organizational practice are discussed along with study limitations and future research implications
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Date Issued: 2006
Identifier: CFE0001224, ucf:46902
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001224

Title: THE EFFECT OF GENDER AND LEADERSHIP STYLES ON EMPLOYEE SATISFACTION.
Creator: Williams, Brittany, Ciuchta, Michael, University of Central Florida
Abstract / Description: To ensure the success of a company, it is essential for supervisors to interact effectively with the employees they oversee. Effective interactions between supervisor and employee go hand-in-hand with employee satisfaction, which can impact firm performance. The purpose of this thesis is to examine key drivers of employee satisfaction. Specifically, this thesis tests whether or not employees with supervisors of the same sex as themselves are more satisfied than employees with supervisors of...
Show moreTo ensure the success of a company, it is essential for supervisors to interact effectively with the employees they oversee. Effective interactions between supervisor and employee go hand-in-hand with employee satisfaction, which can impact firm performance. The purpose of this thesis is to examine key drivers of employee satisfaction. Specifically, this thesis tests whether or not employees with supervisors of the same sex as themselves are more satisfied than employees with supervisors of the opposite sex. It also compares and contrasts the level of satisfaction an employee has in correspondence with transformational and transactional leadership styles and whether this relationship is contingent on the employee's level of work experience.
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Date Issued: 2012
Identifier: CFH0004285, ucf:44968
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFH0004285

Title: AN INVESTIGATION INTO HOTEL EMPLOYEES' PERCEPTION OF GREEN PRACTICES.
Creator: Kim, Sun-Hwa, Okumus, Fevzi, University of Central Florida
Abstract / Description: This study examined how employees of the hotel industry perceived green practices. Data was collected from 220 employees working in eight green certified hotels in Orlando. Research results revealed that performance levels of green practices implemented by hotels were lower than the importance levels of those same green practices as perceived by hotel employees. The results of the study illustrated that (1) the employees' perception regarding green practices was not different than one of...
Show moreThis study examined how employees of the hotel industry perceived green practices. Data was collected from 220 employees working in eight green certified hotels in Orlando. Research results revealed that performance levels of green practices implemented by hotels were lower than the importance levels of those same green practices as perceived by hotel employees. The results of the study illustrated that (1) the employees' perception regarding green practices was not different than one of hoteliers in terms of importance and performance, and (2) employees weighted the green practices that were beneficial to them as more important than green practices that required their behavior change. Also, a positive correlation between organizational commitment and green practices detected in this study which suggests that hotel organizations may anticipate positive ramifications of green practices in relation to HR approach when they embrace green practices. Unfortunately, employees' green perceptions at work were not generalized by their demographic characteristics, yet a number of considerable results were garnered from this study. These were (1) employees in operational departments were more green conscious than employees in other departments, (2) generation X was critical about green performance by the hotels, and (3) minorities showed more green concerns than other ethnicities. This study suggests that hotels need to spend more time and effort in communicating their green practice to employees. Training to improve green practices should be versatile and job-specific with strategies developed to motivate the employees to engage in green practices. Overall, this study proposes for hotels simply deploying green practices is not enough. They should carefully plan their green practices by training and motivating employees.
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Date Issued: 2009
Identifier: CFE0002908, ucf:47990
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002908

Title: Employee Perceptions of Diversity Management in the Hospitality and Tourism Industry: Scale Development and Model Testing.
Creator: 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.
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Date Issued: 2019
Identifier: CFE0007688, ucf:52468
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0007688

Title: Job Characteristics Model: Test of a Modified Four-Trait Model at the University of Central Florida.
Creator: Cox-Jones, Gena L., Wooten, William, Arts and Sciences
Abstract / Description: University of Central Florida College of Arts and Sciences Thesis; The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and...
Show moreUniversity of Central Florida College of Arts and Sciences Thesis; The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and Oldham Job Diagnostic Survey (JDS) and their Job Rating Form (JRF). It was hypothesized that: (a) only four significant job dimensions would emerge from factor analysis of the data; (b) that the motivating potential ratings from job incumbents would be significantly different from those provided by supervisors; and (c) that these motivating potential scores would be significantly lower than the norm for the job families into which those positions fell. the data failed to lend support to any of the preceeding hypotheses. First, only one significant factor (Skill Variety) was extracted from the non-supervisory data while two factors (Skill Variety and Task Identity) were extracted from the supervisory data. Second, incumbents' ratings were not significantly different from those of their supervisors and third, the motivating potential scores of incumbents were found to be higher than the norm for most of the job families sampled in the study.
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Date Issued: 1987
Identifier: CFR0008177, ucf:53060
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFR0008177

Title: Faculty Knowledge and Readiness in Reporting Student Victimization Disclosure and Title IX Compliance.
Creator: Malick, Abigail, Jasinski, Jana, Wright, James, Grauerholz, Liz, University of Central Florida
Abstract / Description: The U.S. Department of Education and Title IX Educational Act of 1972 shaped the way institutions of higher education address and prevent student victimizations. The law originally sought to eliminate sex-based discrimination in education but has evolved to include sexual misconduct. Since the Dear Colleague Letter of 2011, the position of institutions has changed significantly in the way they address student victimization as it relates to dating violence, sexual assault, and stalking ...
Show moreThe U.S. Department of Education and Title IX Educational Act of 1972 shaped the way institutions of higher education address and prevent student victimizations. The law originally sought to eliminate sex-based discrimination in education but has evolved to include sexual misconduct. Since the Dear Colleague Letter of 2011, the position of institutions has changed significantly in the way they address student victimization as it relates to dating violence, sexual assault, and stalking (Rosenthal, 2017). One requirement is that institutions inform and train Responsible Employees to report when a student discloses experiencing sexual misconduct, including dating violence, sexual assault, or stalking. The purpose of this study was to examine faculty members' knowledge of the Title IX Responsible Employee mandate, their experience with reporting student disclosures, and additional resources needed to aid faculty members with this reporting duty. Data were collected through semi-structured interviews with 34 faculty members at a large research-intensive four-year university in the Southeastern United States. The main findings relate to Responsible Employee trainings, reporting guidelines, issues that might arise for faculty during the disclosure/reporting process, and recommendations to thoughtfully and strategically engage faculty. Universities and colleges that include faculty members as Responsible Employees need to ensure that their institution is fulfilling its requirement from the U.S. Department of Education but must also do their best to prepare and support faculty so faculty can perform their reporting duties. In many cases, faculty members are on the front line when it comes to interacting with and being in a position to help their students. They need specific measures and resources to ensure that they are able to fulfill all their various duties as faculty members, including handling a student's victimization disclosure and then reporting the incident to the Title IX Coordinator so that the university can serve its students to the best of its ability.
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Date Issued: 2017
Identifier: CFE0006895, ucf:51719
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006895

Title: The effect of employee behaviors on consumers' emotions and behavioral intentions in positive service encounters.
Creator: Kageyama, Yoshimasa, Ro, Heejung, Murphy, Kevin, Severt, Denver, Dziegielewski, Sophia, University of Central Florida
Abstract / Description: Focusing on positive service encounters, this study examined the relationships among employee behaviors, customers' positive emotions, and subsequent customer behaviors. A comprehensive framework of positive service encounters and ten hypotheses were developed based on an in-depth literature review and an application of the theory of cognitive appraisal and the theory of positive emotions. The dissertation employed a survey design with measurements from previous research and collected data...
Show moreFocusing on positive service encounters, this study examined the relationships among employee behaviors, customers' positive emotions, and subsequent customer behaviors. A comprehensive framework of positive service encounters and ten hypotheses were developed based on an in-depth literature review and an application of the theory of cognitive appraisal and the theory of positive emotions. The dissertation employed a survey design with measurements from previous research and collected data with Amazon Mechanical Turk. The target sample (N=299) was individuals that had a positive interaction with an employee at hotels over the last six months. The Structural Equation Modeling results suggested that employees' mutual understanding affects customer gratitude and employees' unsolicited behaviors and competence influence customer delight. Subsequently, customer gratitude has a positive relationship with customers' repurchase intentions and word-of-mouth. In addition, customer delight has a positive relationship with customer' repurchase intentions and positive word-of-mouth. However, the results of the study did not support that customer delight can be triggered by employees' authenticity and customer gratitude can be evoked by employees' customized service. In addition, the relationship between customer gratitude and customers' providing feedback was not established. This study provides valuable implications for the industry regarding generating favorable customer behaviors in positive service encounters. This research also offers a theoretical explanation of systematic relationships among five dimensions of employee behaviors, two customers' discrete emotions, and three customer behavioral intentions in positive service encounters.
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Date Issued: 2016
Identifier: CFE0006124, ucf:51163
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006124

employee (2)	+ -
employee satisfaction (2)	+ -
performance (2)	+ -
stress (2)	+ -
workplace harassment (2)	+ -

Anthropology (1)	+ -
Arab (1)	+ -
Autonomy (Psychology) (1)	+ -
Behavioral Engagement (1)	+ -
COLLECTIVE BARGAINING (1)	+ -
CONTRACT NEGOTIATION (1)	+ -
Change Resistance (1)	+ -
Comfort (1)	+ -
Company Success (1)	+ -
Culture (1)	+ -
Customer incivility (1)	+ -
Customer misbehavior (1)	+ -
DISPUTE RESOLUTION (1)	+ -
Deviant customer behavior (1)	+ -
Employee Benefits (1)	+ -
Employee Engagement (1)	+ -
Employee Morale (1)	+ -
Employee Resistance (1)	+ -
Employee Soliciting Feedback (1)	+ -
Employee job satisfaction. (1)	+ -
Employee job stress (1)	+ -
Employee motivation (1)	+ -
Employee participation (1)	+ -
Employees -- Rating of (1)	+ -
Employees' Performance (1)	+ -

ETD Collection (25)	+ -
Honors Collection (2)	+ -
PRISM: Political & Rights Issues & Social Movements (1)	+ -

University of Central Florida (25)	+ -
Fritzsche, Barbara (2)	+ -
Joseph, Dana (2)	+ -
Okumus, Fevzi (2)	+ -
Ro, Hee Jung (2)	+ -

Wooten, William (2)	+ -
Akinyele, Kazeem (1)	+ -
Alnoaimi, Muhanna (1)	+ -
Arnold, Vicky (1)	+ -
Arts and Sciences (1)	+ -
Beus, Jeremy (1)	+ -
Bowers, Clint (1)	+ -
Bula, Oleh (1)	+ -
Ciuchta, Michael (1)	+ -
Cochran, Larry (1)	+ -
Cooney, Lucretia (1)	+ -
Cox-Jones, Gena L. (1)	+ -
Crumpton-Young, Lesia (1)	+ -
Davis, Mary (1)	+ -
Dhanani, Lindsay (1)	+ -
Dillard, Richard B. (1)	+ -
Dunn, Robert Williams (1)	+ -
Dziegielewski, Sophia (1)	+ -
Falu, Nessette (1)	+ -
Ferreras, Ana (1)	+ -
Fottler, Myron (1)	+ -
Garofano, Christina (1)	+ -
Gilkeson, James (1)	+ -
Grauerholz, Liz (1)	+ -
Gregory, Amy (1)	+ -

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