Matching Items (14)
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- All Subjects: management
- Creators: Zhang, Zhen
- Creators: Fowler, John
Description
Researchers lament that feedback interventions often fail. Traditional theories assume a cognitive relationship between the receipt of feedback and its impact on employee performance. I offer a theoretical model derived from Affective Events and Broaden and Build Theories to shed new light on the feedback-performance relationship. I bridge the two primary streams of feedback literature-the passive receipt and active seeking-to examine how employees' affective responses to feedback drive how they use feedback to improve performance. I develop and test a model whereby supervisor developmental feedback and coworker feedback seeking relate to the positivity ratio (the ratio of positive as compared to negative affect), enabling them to be more creative and thus improving their performance. I test my model using Experience Sampling Methodology with a sample of MBA students over a two week working period.
ContributorsChristensen, Amanda L (Author) / Kinicki, Angelo (Thesis advisor) / Zhang, Zhen (Committee member) / Hom, Peter (Committee member) / Arizona State University (Publisher)
Created2014
Description
I develop and test theoretical hypotheses for how employees' authenticity at work influences their motivational, relational, and effectiveness outcomes. These hypotheses are grounded in the idea that when individuals feel they display their true selves at work, they can more fully employ their physical, cognitive and emotional energies in their work roles, which in turn leads to higher levels of employee effectiveness (e.g., task performance, perceived value to the organization, and promotability). In addition to this personal motivational process, individuals who are more authentic also develop high-quality relationships with their coworkers, thereby receiving more instrumental support and minimizing the antagonistic encounters they have with their colleagues. Both types of coworker interactions should, in turn, also influence the focal individual's effectiveness at work. Finally, I hypothesize that the relationships between authenticity and these relational and effectiveness outcomes are moderated by certain personality traits, such that when an individual is highly narcissistic, has very low self-esteem, or has strongly held values or beliefs generally perceived to be negative or deviant, the relationships change: authenticity's positive influence on coworker instrumental support becomes less positive, and authenticity's negative influence on coworker incivility becomes less negative. These moderation effects are expected for employee effectiveness as well. The sample used to test these hypotheses consisted of 102 employees and their 16 supervisors from two private companies headquartered in the Southwest United States. Authenticity was found to be positively associated with employee engagement, coworker instrumental support, and employee effectiveness, and negatively associated with coworker incivility. Once other factors were controlled for, significant relationships remained with employee engagement and coworker support. Contrary to expectations, neither engagement nor coworker interactions mediated the authenticity-employee effectiveness relationship. A dark side of authenticity was found for two of the three personality traits: self-esteem moderated the relationship between authenticity and coworker instrumental support, such that when self-esteem was low, the relationship between authenticity and coworker support was significantly weaker. Additionally, narcissism moderated the relationship between authenticity and employee effectiveness such that when narcissism was low, the relationship between authenticity and effectiveness was positive, but when narcissism was high, the relationship became negative.
ContributorsBuckman, Brooke R (Author) / Lepine, Jeffery (Thesis advisor) / Peterson, Suzanne (Committee member) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2014
Description
Economic and environmental concerns necessitate the preference for retrofits over new construction in manufacturing facilities for incorporating modern technology, expanding production, becoming more energy-efficient and improving operational efficiency. Despite the technical and functional challenges in retrofits, the expectation from the project team is to; reduce costs, ensure the time to market and maintain a high standard for quality and safety. Thus, the construction supply chain faces increasing pressure to improve performance by ensuring better labor productivity, among other factors, for efficiency gain. Building Information Modeling (BIM) & off-site prefabrication are determined as effective management & production methods to meet these goals. However, there are limited studies assessing their impact on labor productivity within the constraints of a retrofit environment. This study fills the gap by exploring the impact of BIM on labor productivity (metric) in retrofits (context).
BIM use for process tool installation at a semiconductor manufacturing facility serves as an ideal environment for practical observations. Direct site observations indicate a positive correlation between disruptions in the workflow attributed to an immature use of BIM, waste due to rework and high non-value added time at the labor work face. Root-cause analysis traces the origins of the said disruptions to decision-factors that are critical for the planning, management and implementation of BIM. Analysis shows that stakeholders involved in decision-making during BIM planning, management and implementation identify BIM-value based on their immediate utility for BIM-use instead of the utility for the customers of the process. This differing value-system manifests in the form of unreliable and inaccurate information at the labor work face.
Grounding the analysis in theory and observations, the author hypothesizes that stakeholders of a construction project value BIM and BIM-aspects (i.e. geometrical information, descriptive information and workflows) differently and the accuracy of geometrical information is critical for improving labor productivity when using prefabrication in retrofit construction. In conclusion, this research presents a BIM-value framework, associating stakeholders with their relative value for BIM, the decision-factors for the planning, management and implementation of BIM and the potential impact of those decisions on labor productivity.
BIM use for process tool installation at a semiconductor manufacturing facility serves as an ideal environment for practical observations. Direct site observations indicate a positive correlation between disruptions in the workflow attributed to an immature use of BIM, waste due to rework and high non-value added time at the labor work face. Root-cause analysis traces the origins of the said disruptions to decision-factors that are critical for the planning, management and implementation of BIM. Analysis shows that stakeholders involved in decision-making during BIM planning, management and implementation identify BIM-value based on their immediate utility for BIM-use instead of the utility for the customers of the process. This differing value-system manifests in the form of unreliable and inaccurate information at the labor work face.
Grounding the analysis in theory and observations, the author hypothesizes that stakeholders of a construction project value BIM and BIM-aspects (i.e. geometrical information, descriptive information and workflows) differently and the accuracy of geometrical information is critical for improving labor productivity when using prefabrication in retrofit construction. In conclusion, this research presents a BIM-value framework, associating stakeholders with their relative value for BIM, the decision-factors for the planning, management and implementation of BIM and the potential impact of those decisions on labor productivity.
ContributorsGhosh, Arundhati (Author) / Chasey, Allan D (Thesis advisor) / Laroche, Dominique-Claude (Committee member) / Fowler, John (Committee member) / Arizona State University (Publisher)
Created2015
Description
Research suggests that behaving in an ingratiatory manner towards one’s supervisor is a double-edged sword. On the one hand, ingratiation is a powerful tool through which employees develop positive social exchange relationships with target audiences (i.e., supervisors) and subsequently obtain desired outcomes at work. On the other hand, third party observers of ingratiation often view this behavior (and the people enacting it) in a negative manner, thereby hindering ingratiatory employees’ ability to develop high quality social exchange relationships with these individuals. However, this research primarily focuses on how organizational actors perceive of ingratiatory employees while neglecting the social context in which this behavior occurs. This is an important limitation because there are compelling reasons to believe that the social context plays a crucial role in how individuals react to ingratiation. Specifically, the social context may influence the extent to which ingratiation is salient, valued, and/or perceived as normative behavior by organizational members both within and external to the ingratiator-target dyad, which in turn affects how this behavior relates to relationship quality with the target and observers. The objective of my dissertation is to address this limitation by integrating a social context perspective with social exchange theory to build a “frog-pond” model of ingratiation. To that end, I propose that employees’ ingratiation relative to their team members, rather than absolute levels of ingratiation, drives positive exchange quality with supervisors. Furthermore, I hypothesize that congruence between the focal employee’s ingratiation and other team members’ ingratiation increases employees’ social exchange quality with team members. I also shed light on the asymmetrical nature of ingratiation (in)congruence by investigating how different types of congruence and incongruence impact social exchange quality with team members in different ways. In addition, I examine how relative ingratiation indirectly influences supervisors’ citizenship behavior toward the focal employee via focal employee-supervisor social exchange quality, as well as how ingratiation congruence indirectly affects team members’ citizenship behavior toward the focal employee through social exchange quality between the two parties. I test my hypotheses in a multi-wave multi-source field study of 222 employees and 64 teams/supervisors.
ContributorsKim, Ji Koung (Author) / LePine, Jeffery A. (Thesis advisor) / Zhang, Zhen (Committee member) / Baer, Michael D (Committee member) / Arizona State University (Publisher)
Created2019
Description
Social enterprises strive to tackle social problems, improve the lives of the people around them and help create a sustainable environment. Three specific enterprises will be analyzed to illustrate the differences between management styles, mission, financials and overall successes. There are numerous social enterprises in the southwest of the United States of America, some show more success than others, but what separates them? What commonalities do some of these enterprises share that allow them to be more successful than the rest? Is there a common denominator for enterprises to follow that will allow them to have success financially as well as accomplish their goals to better the community around them? Free Arts for Abused Children or Arizona, Seed Spot and Goodmans, we are able to better distinguish what factors allow enterprises to succeed. Due to the nature of social enterprises being able to be qualified as different types of organizations, i.e., company with shareholders, nonprofit organizations, etc. it is difficult to pin point a concrete model social enterprises should follow today. However, a finding that made all three of these social enterprises successful were their governance and ownership structures. Each enterprise consisted of a board that helped the enterprise stay on track with their given mission. Boards are also responsible for making major decisions that can impact the organization as well as being responsible for fundraising and making various financial decisions. After analyzing their structures, it was evident that all three enterprises consisted of strong governance structures. Although enterprises may not be able to follow a distinct model in order to be successful, they are able to place a board in control that aligns with the social enterprises mission and has a variety of knowledge that allows the board to make sound decisions. Keywords: social enterprise, management, governance, success, mission, financials
ContributorsButzbach, Jennifer Lauren (Author) / Shockley, Gordon (Thesis director) / Foroughi-Mobarakeh, Behrang (Committee member) / School of Community Resources and Development (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12
Description
In this dissertation research, I expand the definition of the supply network to include the buying firm’s competitors. Just as one buyer-supplier relationship impacts all other relationships within the network, the presence of competitor-supplier relationships must also impact the focal buying firm. Therefore, the concept of a “competitive network” made up of a focal firm, its competitors and all of their combined suppliers is introduced. Utilizing a unique longitudinal dataset, this research explores how the organic structural changes within the new, many-to-many supply network impact firm performance. The investigation begins by studying the change in number of suppliers used by global auto manufacturers between 2004 and 2013. Following the Great Recession of 2008-09, firms have been growing the number of suppliers at more than twice the rate they had been reducing suppliers just a few years prior. The second phase of research explores the structural changes to the network resulting from this explosive growth in the number of suppliers. The final investigation explores a different flow – financial flow -- and evaluates its association with firm performance. Overall, this dissertation research demonstrates the value of aggregating individual supply networks into a macro-network defined as the competitive network. From this view, no one firm is able to control the structure of the network and the change in structure directly impacts firm performance. A new metric is introduced which addresses the subtle changes in buyer-supplier relationships and relates significantly to firm performance. The analyses expand the body of knowledge through the use of longitudinal datasets and uncovers otherwise overlooked dynamics existing within supply networks over the past decade.
ContributorsHuff, Jerry (Author) / Fowler, John (Thesis advisor) / Rogers, Dale (Committee member) / Carter, Craig (Committee member) / Arizona State University (Publisher)
Created2016
Description
Employees are directly involved in work tasks and processes which are necessary to accomplish unit or organizational goals, and accordingly, they may become aware of key mistakes, slips, and failures that are unbeknownst to the leader or supervisor responsible for the work unit or organization. Given that errors or deviations in work tasks or processes can have far-reaching effects within the organization, it may be essential for employees to share bad news with their leader or supervisor so that steps can be taken to address the issue or ameliorate negative consequences. However, although employees' sharing of bad news may be important to the organization and should be encouraged, supervisors may respond to the messenger in ways that discourage the behavior. Unfortunately, we lack an explanation of why and under what conditions supervisors respond positively or negatively to employees who share bad news. Thus, the purpose of this dissertation is to address this gap in our understanding. I draw from social exchange theory and the transactional theory of stress to develop a conceptual model of sharing bad news. I suggest that sharing bad news can be cast as a transaction between employees and supervisors that is mediated by supervisors’ appraisals of employees’ sharing the message. The quality of the relationship between an employee and supervisor, or leader-member exchange (LMX), is strengthened when supervisors appraise the sharing of bad news as challenging, or potentially rewarding; however, LMX is weakened when supervisors appraise the sharing of bad news as hindering, or potential harmful. In turn, LMX influences supervisor responses to the sharing of bad news in the form of evaluations of the employee’s effectiveness. In addition to these main effects, I also consider how aspects of the message delivery, such as the timeliness with which messages are conveyed and extent to which employees incorporate solutions when they share bad news, can influence supervisor appraisals of sharing bad news. Finally, I suggest that the extent to which the messenger is responsible for the bad news moderates the relationships between appraisals of sharing bad news and LMX. I test this model in three studies.
ContributorsChamberlin, Melissa (Author) / Lepine, Jeffery (Thesis advisor) / Nahrgang, Jennifer (Committee member) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2017
Description
The following is a case study composed of three workflow investigations at the open source software development (OSSD) based Apache Software Foundation (Apache). I start with an examination of the workload inequality within the Apache, particularly with regard to requirements writing. I established that the stronger a participant's experience indicators are, the more likely they are to propose a requirement that is not a defect and the more likely the requirement is eventually implemented. Requirements at Apache are divided into work tickets (tickets). In our second investigation, I reported many insights into the distribution patterns of these tickets. The participants that create the tickets often had the best track records for determining who should participate in that ticket. Tickets that were at one point volunteered for (self-assigned) had a lower incident of neglect but in some cases were also associated with severe delay. When a participant claims a ticket but postpones the work involved, these tickets exist without a solution for five to ten times as long, depending on the circumstances. I make recommendations that may reduce the incidence of tickets that are claimed but not implemented in a timely manner. After giving an in-depth explanation of how I obtained this data set through web crawlers, I describe the pattern mining platform I developed to make my data mining efforts highly scalable and repeatable. Lastly, I used process mining techniques to show that workflow patterns vary greatly within teams at Apache. I investigated a variety of process choices and how they might be influencing the outcomes of OSSD projects. I report a moderately negative association between how often a team updates the specifics of a requirement and how often requirements are completed. I also verified that the prevalence of volunteerism indicators is positively associated with work completion but what was surprising is that this correlation is stronger if I exclude the very large projects. I suggest the largest projects at Apache may benefit from some level of traditional delegation in addition to the phenomenon of volunteerism that OSSD is normally associated with.
ContributorsPanos, Ryan (Author) / Collofello, James (Thesis advisor) / Fowler, John (Thesis advisor) / Pan, Rong (Committee member) / Wu, Teresa (Committee member) / Arizona State University (Publisher)
Created2017
Description
Yield is a key process performance characteristic in the capital-intensive semiconductor fabrication process. In an industry where machines cost millions of dollars and cycle times are a number of months, predicting and optimizing yield are critical to process improvement, customer satisfaction, and financial success. Semiconductor yield modeling is essential to identifying processing issues, improving quality, and meeting customer demand in the industry. However, the complicated fabrication process, the massive amount of data collected, and the number of models available make yield modeling a complex and challenging task. This work presents modeling strategies to forecast yield using generalized linear models (GLMs) based on defect metrology data. The research is divided into three main parts. First, the data integration and aggregation necessary for model building are described, and GLMs are constructed for yield forecasting. This technique yields results at both the die and the wafer levels, outperforms existing models found in the literature based on prediction errors, and identifies significant factors that can drive process improvement. This method also allows the nested structure of the process to be considered in the model, improving predictive capabilities and violating fewer assumptions. To account for the random sampling typically used in fabrication, the work is extended by using generalized linear mixed models (GLMMs) and a larger dataset to show the differences between batch-specific and population-averaged models in this application and how they compare to GLMs. These results show some additional improvements in forecasting abilities under certain conditions and show the differences between the significant effects identified in the GLM and GLMM models. The effects of link functions and sample size are also examined at the die and wafer levels. The third part of this research describes a methodology for integrating classification and regression trees (CART) with GLMs. This technique uses the terminal nodes identified in the classification tree to add predictors to a GLM. This method enables the model to consider important interaction terms in a simpler way than with the GLM alone, and provides valuable insight into the fabrication process through the combination of the tree structure and the statistical analysis of the GLM.
ContributorsKrueger, Dana Cheree (Author) / Montgomery, Douglas C. (Thesis advisor) / Fowler, John (Committee member) / Pan, Rong (Committee member) / Pfund, Michele (Committee member) / Arizona State University (Publisher)
Created2011
Description
In today's global market, companies are facing unprecedented levels of uncertainties in supply, demand and in the economic environment. A critical issue for companies to survive increasing competition is to monitor the changing business environment and manage disturbances and changes in real time. In this dissertation, an integrated framework is proposed using simulation and online calibration methods to enable the adaptive management of large-scale complex supply chain systems. The design, implementation and verification of the integrated approach are studied in this dissertation. The research contributions are two-fold. First, this work enriches symbiotic simulation methodology by proposing a framework of simulation and advanced data fusion methods to improve simulation accuracy. Data fusion techniques optimally calibrate the simulation state/parameters by considering errors in both the simulation models and in measurements of the real-world system. Data fusion methods - Kalman Filtering, Extended Kalman Filtering, and Ensemble Kalman Filtering - are examined and discussed under varied conditions of system chaotic levels, data quality and data availability. Second, the proposed framework is developed, validated and demonstrated in `proof-of-concept' case studies on representative supply chain problems. In the case study of a simplified supply chain system, Kalman Filtering is applied to fuse simulation data and emulation data to effectively improve the accuracy of the detection of abnormalities. In the case study of the `beer game' supply chain model, the system's chaotic level is identified as a key factor to influence simulation performance and the choice of data fusion method. Ensemble Kalman Filtering is found more robust than Extended Kalman Filtering in a highly chaotic system. With appropriate tuning, the improvement of simulation accuracy is up to 80% in a chaotic system, and 60% in a stable system. In the last study, the integrated framework is applied to adaptive inventory control of a multi-echelon supply chain with non-stationary demand. It is worth pointing out that the framework proposed in this dissertation is not only useful in supply chain management, but also suitable to model other complex dynamic systems, such as healthcare delivery systems and energy consumption networks.
ContributorsWang, Shanshan (Author) / Wu, Teresa (Thesis advisor) / Fowler, John (Thesis advisor) / Pfund, Michele (Committee member) / Li, Jing (Committee member) / Pavlicek, William (Committee member) / Arizona State University (Publisher)
Created2010