Matching Items (6)
Description
In my dissertation, I develop a theoretical model that explains how leaders' daily work demands and recovery affect their leadership behaviors. In a departure from the trait approach of leadership which suggests that leaders tend to behave in certain ways that are determined by their heritable characteristics such as personality and intelligence (e.g., Bono & Judge, 2002), and from the contingency approach that suggests leaders behave in ways that are most suitable to the situation based on the needs of followers and the demands of their tasks (e.g., House, 1971), this dissertation draws from the transactional theory of stress (Lazarus & Folkman, 1984) and positions the stressful demands that leaders experience at work as important determinants of their leadership behaviors. Specifically, I propose that leaders' daily challenge demands (e.g., workload, time pressure, responsibilities) are positively related to job engagement whereas their daily hindrance demands (e.g., role ambiguity, office politics, and hassles) are negatively related to engagement. Engagement, in turn, is positively related to transformational and transactional leadership and negatively related to laissez-faire leadership and abusive supervision. Meanwhile, both challenge and hindrance demands are positively related to strain, which is negatively related to transformational and transactional leadership, and is positively related to laissez-faire leadership and abusive supervision. In addition, leaders' daily after-work recovery experience influences the mediating roles of engagement and strain in the relationships between work demands and leadership behaviors. Specifically, daily recovery moderates both the first stage (i.e., the linkages between work demands and engagement and strain) and the second stage (i.e., the linkages between engagement and strain and leadership behaviors) of the mediation. I test this two-level dual-stage moderated mediation model using a two-week experience sampling design. The sample consists of 26 supervisors and 73 employees who directly report to these supervisors from the flood control district of a metropolitan county in the Southwest United States. Results suggest that leaders' daily challenge demands have a positive influence on transformational leadership attributable to engagement, a negative influence on abusive supervision attributable to engagement, and a positive influence on abusive supervision attributable to strain. Leaders' daily hindrance demands, in contrast, have a positive influence on abusive supervision attributable to strain. In addition, leaders' daily recovery moderates the relationship between strain and laissez-faire leadership so that hindrance demands have a positive influence on laissez-faire leadership when the individual is poorly recovered. Leaders' daily recovery also moderates the relationship between strain and abusive supervision so that hindrance demands have a stronger positive influence on abusive supervision through strain when the individual is poorly recovered.
ContributorsZhang, Yiwen (Author) / Lepine, Jeffery (Thesis advisor) / Judge, Timothy (Committee member) / Ashforth, Blake (Committee member) / Arizona State University (Publisher)
Created2013
Description
While the COVID-19 pandemic continues to evolve, America’s nursing work force continue to work in the most challenging of circumstances. While expected to hold the fort and continue on, deep inside, they bury an unprecedented level of acute stress, anxiety and depression. Peer support groups have been posed as a possible coping behavior. This cross-sectional designed project was developed to assess the worth and feasibility of a virtual peer support group with a focus on healthcare provider wellness during a period of surge of the COVID-19 pandemic. Overwhelmed staff, technology/documentation changes and challenges, competing clinical demands, short-staffing and Zoom fatigue were identified as the limiting factors for this project’s completion within its given timeframe. These findings informed of current barriers, providing a basis for future program development to mitigate the impact of psychological distress among healthcare providers. Evolving literature on this topic supports recommendations for further study and action by individual health care providers, organizations and at the state and national levels.
ContributorsClark-Deuel, Janna (Author) / Sanborn, Heidi (Thesis advisor) / Arizona State University. College of Nursing & Healthcare Innovation (Contributor)
Created2021-12-01
ContributorsCacciatore, Joanne (Author) / Carlson, Bonnie E. (Author) / Klimek, Barbara (Author) / Steffan, Sara (Author) / Arizona State University. School of Social Work (Contributor)
Created2011-01
Description
More than 450,000 people work in public and private correctional institutions in the United States, collectively supervising over 2.2 million jail and prison inmates. The nature of correctional officers' work exposes them to numerous stressors which can have harmful effects on their health and their job performance. Several studies have examined the significance of environmental factors on work outcomes among prison staff. Less attention has been paid to external stressors such as negative images of correctional officers held by the community and correctional officers' perception of their own occupational prestige. This is an important omission considering the negative stereotypes associated with correctional officers and the tendency for media and entertainment outlets to perpetuate these stereotypes. The aim of this dissertation is to examine how perceived occupational prestige among correctional officers influences job stress. Specifically, the perceived occupational prestige associated with family and friends, the general public, and the media are assessed. To do so, the study employs multivariate analyses of data from a survey of 641 correctional officers employed in one Western prison system to examine the impact of perceived occupational prestige on an attitudinal and health measure of job stress. First, correctional officers believe that friends and family hold the most positive opinions about their profession, while the media has the most negative. Second, perceived occupational prestige among correctional officers does not appear to be a significant stressor, except for perceived occupational prestige associated with the media when predicting health job stress. Finally, when possible mediating variables are assessed for officers that had tenure longer than nine years perceived occupational prestige associated with the media has a significant effect on attitudinal and health job stress. In addition, for officers who identified themselves as non-White perceived occupational prestige associated with family and friends is a significant predictor of attitudinal job stress and perceived occupational prestige associated with the general public is a significant predictor of health job stress. This study concludes with a summary of these findings as well as its key limitations, and offers insight into potential policy implications and avenues of future research.
ContributorsVickovic, Samuel Gregory (Author) / Griffin, Marie L. (Thesis advisor) / Hepburn, John R. (Committee member) / White, Michael D. (Committee member) / Fradella, Henry F. (Committee member) / Arizona State University (Publisher)
Created2015
Description
The three essays in this dissertation each examine how aspects of contemporary administrative structure within American research universities affect faculty outcomes. Specific aspects of administrative structure tested in this dissertation include the introduction of new administrative roles, administrative intensity (i.e. relative size of university administration), and competing roles between faculty, administrators, and staff. Using quantitative statistical methods these aspects of administrative structure are tested for their effects on academic grant productivity, faculty job stress, and faculty job satisfaction. Administrative datasets and large scale national surveys make up the data for these studies and quantitative statistical methods confirm most of the hypothesized relationships.
In the first essay, findings from statistical modeling using instrumental variables suggest that academic researchers who receive administrative support for grant writing and management obtain fewer grants and have a lower success rate. However, the findings also suggest that the grants these researchers do receive are much larger in terms of dollars. The results indicate that administrative support is particularly beneficial in academic grant situations of high-risk, high-reward. In the second essay, ordered logit models reveal a statistically significant and stronger relationship between staff intensity (i.e., the ratio of faculty to staff workers) and faculty stress than the relationship between executive intensity (i.e., the ratio faculty to executive and managerial workers) and faculty job stress. These findings confirm theory that the work of faculty is more loosely coupled with the work of executives than it is with staff workers. A possible explanation is the increase in administrative work faculty must take on as there are fewer staff workers to take on administrative tasks. And finally, in the third essay results from multi-level modeling confirm that both role clarity and institutional support positively affect both a global measure of faculty job satisfaction and faculty satisfaction with how their work time is allocated. Understanding the effects that administrative structure has on faculty outcomes will aid universities as faculty administrative burdens ebb and flow in reaction to macro trends in higher education, such as unbundling of faculty roles, unbundling of services, neoliberalism, liberal arts decline, and administrative bloat.
In the first essay, findings from statistical modeling using instrumental variables suggest that academic researchers who receive administrative support for grant writing and management obtain fewer grants and have a lower success rate. However, the findings also suggest that the grants these researchers do receive are much larger in terms of dollars. The results indicate that administrative support is particularly beneficial in academic grant situations of high-risk, high-reward. In the second essay, ordered logit models reveal a statistically significant and stronger relationship between staff intensity (i.e., the ratio of faculty to staff workers) and faculty stress than the relationship between executive intensity (i.e., the ratio faculty to executive and managerial workers) and faculty job stress. These findings confirm theory that the work of faculty is more loosely coupled with the work of executives than it is with staff workers. A possible explanation is the increase in administrative work faculty must take on as there are fewer staff workers to take on administrative tasks. And finally, in the third essay results from multi-level modeling confirm that both role clarity and institutional support positively affect both a global measure of faculty job satisfaction and faculty satisfaction with how their work time is allocated. Understanding the effects that administrative structure has on faculty outcomes will aid universities as faculty administrative burdens ebb and flow in reaction to macro trends in higher education, such as unbundling of faculty roles, unbundling of services, neoliberalism, liberal arts decline, and administrative bloat.
ContributorsTaggart, Gabel (Author) / Welch, Eric (Thesis advisor) / Bozeman, Barry (Committee member) / Ott, Molly (Committee member) / Stritch, Justin (Committee member) / Arizona State University (Publisher)
Created2017
ContributorsErlandsson, Kerstin (Author) / Warland, Jane, 1957- (Author) / Cacciatore, Joanne (Author) / Rådestad, Ingela (Author) / Arizona State University. School of Social Work (Contributor)
Created2012-01-07