Matching Items (30)
Description
In spite of the volume of theoretical attention paid to concepts of leadership, there has been little work investigating how assumptions included in concepts of organization have influenced work in the organizational leadership field. Specifically, the concept of exit from organizations, and individual post-exit relations with former groups, in particular, has seen little theory or empirical investigation. This article employs a critical literature review to show that assumptions inherent in concepts of organization, such as prioritizing efficiency and profit production, preclude organizational leadership theories from expanding upon concepts of exit. These assumptions begin with the Weberian concepts of Bureaucracy and continue today in studies of market exit and employee turnover. This review shows that these assumptions have restricted organizational studies research from expanding into additional fields and organizational types, such as religious, separatist, and political organizations. Additionally, this review points towards fruitful new areas of research, through an analysis of New Religious Movements as they apply to organizational leadership studies and the development of an improved survey for measuring turnover in organizations.
ContributorsFassbender, Eric Robert (Author) / Kirsch, Robert (Thesis advisor) / Wallace, Marie (Committee member) / Corlett, David (Committee member) / Arizona State University (Publisher)
Created2023
Description
The Luminosity Lab, located at Arizona State University, is a prototype for a novel model of interdisciplinary, student-led innovation. The model’s design was informed by the following desired outcomes: i) the model would be well-suited for the 21st century, ii) it would attract, motivate, and retain the university’s strongest student talent, iii) it would operate without the oversight of faculty, and iv) it would work towards the conceptualization, design, development, and deployment of solutions that would positively impact society. This model of interdisciplinary research was tested at Arizona State University across four academic years with participation of over 200 students, who represented more than 20 academic disciplines. The results have shown successful integration of interdisciplinary expertise to identify unmet needs, design innovative concepts, and develop research-informed solutions. This dissertation analyzes Luminosity’s model to determine the following: i) Can a collegiate, student-driven interdisciplinary model of innovation designed for the 21st century perform without faculty management? ii) What are the motivators and culture that enable student success within this model? and iii) How does Luminosity differ from traditional research opportunities and learning experiences?
Through a qualitative, grounded theory analysis, this dissertation examines the phenomena of the students engaging in Luminosity’s model, who have demonstrated their ability to serve as the principal investigators and innovators in conducting substantial discovery, research, and innovation work through full project life cycles. This study supports a theory that highly talented students often feel limited by the pace and scope of their college educations, and yearn for experiences that motivate them with agency, achievement, mastery, affinity for colleagues, and a desire to impact society. Through the cumulative effect of these motivators and an organizational design that facilitates a bottom-up approach to student-driven innovation, Luminosity has established itself as a novel model of research and development in the collegiate space.
Through a qualitative, grounded theory analysis, this dissertation examines the phenomena of the students engaging in Luminosity’s model, who have demonstrated their ability to serve as the principal investigators and innovators in conducting substantial discovery, research, and innovation work through full project life cycles. This study supports a theory that highly talented students often feel limited by the pace and scope of their college educations, and yearn for experiences that motivate them with agency, achievement, mastery, affinity for colleagues, and a desire to impact society. Through the cumulative effect of these motivators and an organizational design that facilitates a bottom-up approach to student-driven innovation, Luminosity has established itself as a novel model of research and development in the collegiate space.
ContributorsNaufel, Mark Naufel (Author) / Becker, David V (Thesis advisor) / Cooke, Nancy J. (Committee member) / Anderson, Derrick (Committee member) / Arizona State University (Publisher)
Created2020
Self-governance From Above: Principles of Polycentric Governance in Large-Scale Water Infrastructure
Description
Governance of complex social-ecological systems is partly characterized by processes of autonomous decision making and voluntary mutual adjustment by multiple authorities with overlapping jurisdictions. From a policy perspective, understanding these polycentric processes could provide valuable insight for solving environmental problems. Paradoxically, however, polycentric governance theory seems to proscribe conventional policy applications: the logic of polycentricity cautions against prescriptive, top-down interventions. Water resources governance, and large-scale water infrastructure systems in particular, offer a paradigm for interpretation of what Vincent Ostrom called the “counterintentional and counterintuitive patterns” of polycentricity. Nearly a century of philosophical inquiry and a generation of governance research into polycentricity, and the overarching institutional frameworks within which polycentric processes operate, provide context for this study. Based on a historically- and theoretically-grounded understanding of water systems as a polycentric paradigm, I argue for a realist approach to operationalizing principles of polycentricity for contribution to policy discourses. Specifically, this requires an actor-centered approach that mobilizes subjective experiences, knowledge, and narratives about contingent decision making.
I use the case of large-scale water infrastructure in Arizona to explore a novel approach to measurement of polycentric decision making contexts. Through semi-structured interviews with water operators in the Arizona water system, this research explores how qualitative and quantitative comparisons can be made between polycentric governance constructs as they are understood by institutional scholars, experienced by actors in polycentric systems, and represented in public policy discourses. I introduce several measures of conditions of polycentricity at a subjective level, including the extents to which actors: experience variety in the work assigned to them; define strong operational priorities; perceive their priorities to be shared by others; identify discrete, critical decisions in the course of their work responsibilities; recall information and action dependencies in their decision making processes; relate communicating their decisions to other dependent decision makers; describe constraints in their process; and evaluate their own independence to make decisions. I use configurational analysis and narrative analysis to show how decision making and governance are understood by operators within the Arizona water system. These results contribute to practical approaches for diagnosis of polycentric systems and theory-building in self governance.
I use the case of large-scale water infrastructure in Arizona to explore a novel approach to measurement of polycentric decision making contexts. Through semi-structured interviews with water operators in the Arizona water system, this research explores how qualitative and quantitative comparisons can be made between polycentric governance constructs as they are understood by institutional scholars, experienced by actors in polycentric systems, and represented in public policy discourses. I introduce several measures of conditions of polycentricity at a subjective level, including the extents to which actors: experience variety in the work assigned to them; define strong operational priorities; perceive their priorities to be shared by others; identify discrete, critical decisions in the course of their work responsibilities; recall information and action dependencies in their decision making processes; relate communicating their decisions to other dependent decision makers; describe constraints in their process; and evaluate their own independence to make decisions. I use configurational analysis and narrative analysis to show how decision making and governance are understood by operators within the Arizona water system. These results contribute to practical approaches for diagnosis of polycentric systems and theory-building in self governance.
ContributorsSmith-Heisters, Skaidra (Author) / Janssen, Marco A. (Thesis advisor) / Aggarwal, Rimjhim M. (Committee member) / Schoon, Michael L. (Committee member) / Arizona State University (Publisher)
Created2020
Description
More underrepresented minority (URM) healthcare professionals are needed to improve health equity. Although holistic review in admissions has the potential to increase URM participation in health professions, recent data suggest that its impact varies substantially. The purpose of the dissertation research described here was to identify interventions to increase diversity among healthcare professionals and explore holistic review use in physician assistant (PA) program admissions to advance understanding of effective practices. PA programs were selected as an important prototype for exploratory studies since the extent of holistic review use in PA programs was unknown; at the same time, URM representation among PA students has decreased over the last 15 years.
A critical review of the literature revealed that various holistic review practices have been used by several health professions programs to successfully increase URM enrollment and that organizational culture may be a factor that promotes success. Following this, 2017 Physician Assistant Education Association survey data were analyzed to assess the frequency of holistic review in PA programs and examine its association with URM matriculation. Results from 221 of the 223 PA programs accredited at the time showed that 77.5% used holistic review, and its use modestly correlated with proportion of first-year students identified as ethnic minorities (rs = .20, p < .01). Of particular interest, some programs using holistic review had substantially higher proportions of URM students than others. This finding laid the foundation for a qualitative multiple case study to explore the role of organizational culture as a hypothesized antecedent to effective holistic admissions processes.
Survey study responses were used to select two PA program ‘cases’ that met criteria consistent with a proposed conceptual framework linking organizational culture that values diversity (or ‘diversity culture’) to holistic admissions associated with high URM enrollment. Directed content analysis of data revealed that diversity culture appears to be a strong driver of practices that support enrolling diverse classes of students.
Overall, this mixed methods program of research advances understanding of holistic review, its utility, and the influence of organizational culture. The research generated important insights with ramifications for current practice and future studies within PA and across health professions programs.
A critical review of the literature revealed that various holistic review practices have been used by several health professions programs to successfully increase URM enrollment and that organizational culture may be a factor that promotes success. Following this, 2017 Physician Assistant Education Association survey data were analyzed to assess the frequency of holistic review in PA programs and examine its association with URM matriculation. Results from 221 of the 223 PA programs accredited at the time showed that 77.5% used holistic review, and its use modestly correlated with proportion of first-year students identified as ethnic minorities (rs = .20, p < .01). Of particular interest, some programs using holistic review had substantially higher proportions of URM students than others. This finding laid the foundation for a qualitative multiple case study to explore the role of organizational culture as a hypothesized antecedent to effective holistic admissions processes.
Survey study responses were used to select two PA program ‘cases’ that met criteria consistent with a proposed conceptual framework linking organizational culture that values diversity (or ‘diversity culture’) to holistic admissions associated with high URM enrollment. Directed content analysis of data revealed that diversity culture appears to be a strong driver of practices that support enrolling diverse classes of students.
Overall, this mixed methods program of research advances understanding of holistic review, its utility, and the influence of organizational culture. The research generated important insights with ramifications for current practice and future studies within PA and across health professions programs.
ContributorsCoplan, Bettie (Author) / Lamb, Gerri (Thesis advisor) / Evans, Bronwynne (Committee member) / Todd, Michael (Committee member) / Arizona State University (Publisher)
Created2019
Description
This dissertation consists of three essays, each examining distinct aspects about public organization adaptation to extreme events using evidence from public transit agencies under the influence of extreme weather in the United States (U.S.). The first essay focuses on predicting organizational adaptive behavior. Building on extant theories on adaptation and organizational learning, it develops a theoretical framework to uncover the pathways through which extreme events impact public organizations and identify the key learning mechanisms involved in adaptation. Using a structural equation model on data from a 2016 national survey, the study highlights the critical role of risk perception to translate signals from the external environment to organizational adaptive behavior.
The second essay expands on the first one to incorporate the organizational environment and model the adaptive system. Combining an agent-based model and qualitative interviews with key decision makers, the study investigates how adaptation occurs over time in multiplex contexts consisting of the natural hazards, organizations, institutions and social networks. The study ends with a series of refined propositions about the mechanisms involved in public organization adaptation. Specifically, the analysis suggests that risk perception needs to be examined relative to risk tolerance to determine organizational motivation to adapt, and underscore the criticality of coupling between the motivation and opportunities to enable adaptation. The results further show that the coupling can be enhanced through lowering organizational risk perception decay or synchronizing opportunities with extreme event occurrences to promote adaptation.
The third essay shifts the gaze from adaptation mechanisms to organizational outcomes. It uses a stochastic frontier analysis to quantify the impacts of extreme events on public organization performance and, importantly, the role of organizational adaptive capacity in moderating the impacts. The findings confirm that extreme events negatively affect organizational performance and that organizations with higher adaptive capacity are more able to mitigate those effects, thereby lending support to research efforts in the first two essays dedicated to identifying preconditions and mechanisms involved in the adaptation process. Taken together, this dissertation comprehensively advances understanding about public organization adaptation to extreme events.
The second essay expands on the first one to incorporate the organizational environment and model the adaptive system. Combining an agent-based model and qualitative interviews with key decision makers, the study investigates how adaptation occurs over time in multiplex contexts consisting of the natural hazards, organizations, institutions and social networks. The study ends with a series of refined propositions about the mechanisms involved in public organization adaptation. Specifically, the analysis suggests that risk perception needs to be examined relative to risk tolerance to determine organizational motivation to adapt, and underscore the criticality of coupling between the motivation and opportunities to enable adaptation. The results further show that the coupling can be enhanced through lowering organizational risk perception decay or synchronizing opportunities with extreme event occurrences to promote adaptation.
The third essay shifts the gaze from adaptation mechanisms to organizational outcomes. It uses a stochastic frontier analysis to quantify the impacts of extreme events on public organization performance and, importantly, the role of organizational adaptive capacity in moderating the impacts. The findings confirm that extreme events negatively affect organizational performance and that organizations with higher adaptive capacity are more able to mitigate those effects, thereby lending support to research efforts in the first two essays dedicated to identifying preconditions and mechanisms involved in the adaptation process. Taken together, this dissertation comprehensively advances understanding about public organization adaptation to extreme events.
ContributorsZhang, Fengxiu (Author) / Welch, Eric (Thesis advisor) / Barton, Michael (Committee member) / Bretschneider, Stuart (Committee member) / Feeney, Mary K. (Committee member) / Maroulis, Spiro (Committee member) / Arizona State University (Publisher)
Created2020
Description
The first task faced by many teams endeavoring to solve complex scientific problems is to seek funding for their research venture. Often, this necessitates forming new, geographically dispersed teams of researchers from multiple disciplines. While the team science and organizational management fields have studied project teams extensively, nascent teams are underrepresented in the literature. Nonetheless, understanding proposal team dynamics is important because if left unaddressed, obstacles may persist beyond the funding decision and undermine the possibility of team successes adjunctive to funding. Participant observation of more than 100 multi-investigator proposal teams and semi-structured interviews with six leaders of multidisciplinary proposal teams identified investigator motivations for collaboration, obstacles to collaboration, and indicators of proposal team success. The motivations ranged from technical interests in the research question to a desire to have impact beyond oneself. The obstacles included inconsistent or non-existent communication protocols, unclear processes for producing and reviewing documents, ad hoc file and citation management systems, short and stressful time horizons, ambiguous decision-making procedures, and uncertainty in establishing a shared vision. While funding outcome was the most objective indicator of a proposal team’s success, other success indicators emerged, including whether the needs of the team member(s) had been met and the willingness of team members to continue collaborating. This multi-dimensional definition of success makes it possible for teams to simultaneously be considered successes and failures. As a framework to analyze and overcome obstacles, this work turned to the United States military’s command and control (C2) approach, which relies on specifying the following elements to increase an organization’s agility: patterns of interaction, distribution of information, and allocation of decision rights. To address disciplinary differences and varied motivations for collaboration, this work added a fourth element: shared meaning-making. The broader impact of this work is that by implementing a C2 framework to uncover and address obstacles, the proposal experience—from team creation, to idea generation, to document creation, to final submittal—becomes more rewarding for faculty, leading to greater job satisfaction. This in turn will change how university research enterprises create, organize, and share knowledge to solve complex problems in the post-industrial information age.
ContributorsPassantino, Laurel (Author) / Seager, Thomas P (Thesis advisor) / Cantwell, Elizabeth R (Committee member) / Johnston, Erik (Committee member) / Arizona State University (Publisher)
Created2021
Description
The simplicity of everyday living creates opportunities for leadership based on individually curated personal networks that have developed overtime through the act of living and personal experience. These networks are unique to individuals; however, when grouped, they share enough similarities with others in their proximal environment, thus, allowing for the formation of spontaneous self-organized groups, based on either a felt need, a shared history, a common goal, or combination of such. These leadership opportunities heed the call for action within their community because the felt need is proximal. This exploratory ethnographic case study investigates the nature of leadership within self-organized groups and how it differs from other forms of collective action. Participant interviews and observations were used to explore how individuals interpreted their roles in the group along with how they assessed and fulfilled a felt need within their community, and the different meanings of leadership in self-organized groups.
ContributorsKhalifa, Asmaa (Author) / Kirsch, Robert (Thesis advisor, Committee member) / Wallace, Lillian M (Committee member) / Castillo, Elizabeth (Committee member) / Arizona State University (Publisher)
Created2022
Description
Efforts to improve student learning in K-12 education in the US are not new; however, educational research has traditionally focused on individual components of schools (e.g., teacher professional development, leadership, social relationships, programs, curricula) targeting teachers to improve student learning. While these innovations provide hope for change, they are limited in their focus and application to other school settings in that school contexts are unique to the individuals making them up and the collaborative missions and goals they pursue. To foster capacity for teachers to implement instructional reforms (i.e., how teachers teach), research must be focused on a holistic interpretation of the school as an organization. This study developed and validated a survey to examine elementary teachers’ science and mathematics instructional practice use as well as their perceptions of instructional reform capacity within their school environment from an ecological organization perspective. Over 300 elementary teachers from a large urban district participated in the survey over the course of four weeks. Findings indicated elementary teachers utilized teacher-centered instructional practices more frequently than reform-oriented (i.e., student-centered) instructional practices. However, teachers reported more frequent use of instructional practices in their mathematics lessons compared to science lessons. Furthermore, data was used to investigate the underlying dimensions of instructional reform capacity and examine the relationship between those dimensions and instructional practice use both within and between subjects (i.e., science and mathematics). Results revealed dimensions underlying instructional reform capacity as well as correlations with instructional practice use are not the same for elementary science and mathematics. Dimensions of professional learning, structure, and policy were more strongly correlated with reform-oriented (i.e., student-centered) instructional practices. Implications from these findings suggest the necessity of a more holistic perspective of instructional reform capacity to better support instructional reforms across subject areas in schools, on both the local level and within research.
ContributorsGlassmeyer, Kristi (Author) / Judson, Eugene (Thesis advisor) / Hayes, Kathryn (Committee member) / Kim, Jeongeun (Committee member) / Arizona State University (Publisher)
Created2022
Description
Tracing the rich component of virtue/goodness episteme and its accompanying power systems through leadership discourse, this theoretical inquiry seeks to discover the ontological essence of the leadership phenomenon. Utilizing Foucauldian, Husserlian and Derridean theoretical lenses, the power systems of the virtue/goodness episteme begins with an inspection of how this key leadership qualifier of materializes in leadership discourse from Classical Greek to present day. Virtue’s accompanying power systems are analyzed through a Foucauldian lens of pastoral power and power/knowledge. A discussion of meaning-making within a semiotic theoretical locus follows, which leads to a phenomenological reduction and deconstruction of the leadership phenomenon, revealing a three-component leadership object that is micro-social, interdependent, and non-classical in structure. A discussion of examples from modern leadership discourse that align with the properties of the leadership object potential for further study ensues.
ContributorsHelming, Kelly J (Author) / Kirsch, Robert (Thesis advisor) / Aurora, S. R. (Committee member) / Hirshorn, Jessica (Committee member) / Arizona State University (Publisher)
Created2024
Description
This research investigates how public organizations interpret and respond to the threats they face. Drawing on the open interpretative framework and progressing through its stages (i.e., data collection, interpretation, and action-taking), the three studies of the dissertation build on each other to examine how US public transit agencies deal with the risks posed by extreme weather events. The first study analyzes the “data collection” stage and draws on information processing theory to investigate how various sources of information shape public agencies’ risk perceptions. Integrating administrative data with a 2019 survey of US transit managers, results show that reliance on scientific sources of information is positively associated with perceived risk of extreme weather events. The effect of contracting on risk perceptions is contingent upon agencies’ outsourcing strategies. The second study expands on the first one and focuses on the “interpretation” stage, examining how organizations cultivate a shared perception of extreme weather events. Analyzing in-depth semi-structured interviews with public managers employed at four transit agencies, the study identifies and describes three processes that foster the development of intersubjective interpretations: conversation, suppression, and shared experiences. Informed by the findings of the first two studies, the third one examines the role played by organizational interpretative processes in enabling the undertaking of adaptive actions. I test my expectations using data coming from a follow-up 2023 national survey of public transit managers. Findings underscore the importance of “debative cooperation” and cross-agency boundary-spanning activities in facilitating the development of shared cause maps and favoring adaptation. Overall, the dissertation provides an integrated and comprehensive investigation of the organizational and social elements that shape effective risk management and adaptation to extreme phenomena.
ContributorsCaldarulo, Mattia (Author) / Welch, Eric W. (Thesis advisor) / Feeney, Mary K. (Committee member) / Stritch, Justin M. (Committee member) / Kingsley, Gordon (Committee member) / Arizona State University (Publisher)
Created2024