• An investigation of the early factors which influence women's career choices in physical science and technology

      Payne, Anneliese
      The composition of the workforce has begun to undergo a change. The U.S Department of Labor estimates that women, minorities and immigrants will constitute 80 percent of the additions to the labor force between 1987 and the year 2000 (Oakes, 1990). The National Science Foundation projects that the United States may have a shortfall of 40,000 scientists and over 250,000 engineers by the year 2006 (Argonne, 1990). Since women are among those who are significantly underrepresented among individuals preparing for a career in science, thirty women who are currently pursuing a successful career in physical science and technology were interviewed. This study determined participants perceptions of the factors that first influenced an early interest in physical science and technology. The investigation included perceptions regarding: 1) whether certain identifiable events or experiences influenced the decision to pursue science as a career and what those events and experiences were; 2) at what age these events occurred; 3) whether an adult(s) was influential and which adult(s) it was; and 4) identification of where these events and experiences occurred. The interview technique was selected as the best research method for collecting the qualitative and demographic data needed for this study. The results represent the participant’s recollections of out-of-school and in-school activities, family, friends and teacher support, self-image during the formative years, parents as the most important factor which influenced an interest in physical science, and major obstacles that had to be overcome by the participants in order to pursue successful careers in physical science and technology. Also included is participant’s advice to parents and teachers who want to encourage females to pursue a career in physical sciences and technology.
    • The Relationship among Frontline Quality’ Performance,their Personality Traits and their Perception of the Work Environment.

      Cao, Yichun
      Although effective management of frontline employees has been commonly considered a key element in quality management in both practice and academia, the predominant focus has been on work force training, development, empowerment, involvement, and incentive systems, without utilizing the benefit of understanding the frontline worker’s personality and perception of the work environment. This paper utilized the 16 Personality Inventory (16PF) and Work Environment Scale (WES) to explore the relationship of frontline employee’s personality and perception of the work environment to their quality assurance performance ratings in a mediumsized manufacturing company in America. By using 16PF and WES Real Form, Vigilance (factor L) and Work Pressure were discovered to be positively correlated with the frontline workers’ overall quality assurance performance ratings. Caution of generalization of the research result was raised in Discussion section. Recommendations for future research were presented.
    • African-American Alumni Perceptions and Motivations Toward Philanthropic Giving (A Case Study of an African-American Alumni Council at A Midwestern University)

      Wallace, Camille R.
      This thesis is a qualitative case study of African-American philanthropic motivations and fundraising strategies employed to increase African-American alumni giving at a predominantly white institution, Midwestern University. The lack of research and lack of understanding of African-American alumni motivations and perceptions of philanthropic giving is the problem for this case study. It is the goal of the researcher that the findings and recommendations of this research be considered in the development of the University’s race specific fundraising strategies. The study included seven personal interviews of the Indiana State University African-American Alumni Board of Directors. Exhaustive field notes were analyzed thematically. Additionally, ex post facto regarding the AAAC Board of Directors was analyzed. Through triangulation, the researcher analyzed the data for commonalities. Commonalities found in the interviews, artifacts, and observations have been reported. This study expands our understanding in general and will assist leadership in expanding philanthropic activity and giving. Engaging and developing fundraising strategies for the untapped resource of the African-American alumni is important, yet the importance and feelings of inclusion to African-American alumni is the theme that emerged above others. The researcher found the African-American alumni are motivated to give to their alma mater based on the positive memories and relationships that were formed during their college experience. The expectation is that their financial support to the University will support the African-American students and staff of the University. As this Midwestern University has made progress, in the creation of the African-American Alumni Council, the researcher found that, the call for authenticity, transparency, and relevancy is essential to the council’s success.
    • The Roles Unions Play in Collective Bargaining Processes and, Their Impact on Negotiations for Blue-Collar VS White-Collar Employees

      Persaud, Deoram
      Collective bargaining processes, plays an important role in employee employer relations and has significant impact on the dynamics and operations of organizations. The presence of unions poses challenges to management and appeases employees. The present study examined the roles unions plays in the collective bargaining process and their impact on negotiations for white-collar versus blue-collar workers. The study investigated, whether white-collar employees receives preferential treatment over blue-collar employees, during the collective bargaining process, and whether management concessions towards white-collar employees will be perceived to be more favorable than those of blue-collar employees and correlations between job satisfaction and collective bargaining outcomes, which may be related to perceived bias for white-collar employees. A survey conducted on 120 union employees. The results of the study showed, white-collar employees received preferential treatment over blue-collar employees. Further, that 48% of participants felt that management made favorable concessions to white-collar workers. No correlations were found between job satisfaction and outcomes of collective bargaining.
    • Identification of Influential Promotion Decision Determinants for Advancement to First-Level Manufacturing Supervisor

      Serkownek, Sandra
      Promotion is an important element in today’s work environment from the perspective of employees, managers, and human resource development professionals. This study advanced the understanding of promotion by identifying and describing the critical determinants, as perceived by the decision-makers, leading to the advancement of employees to first-level manufacturing supervisor positions. The study utilized two data acquisition phases. Phase one of the study’s data acquisition component utilized semi-structured interviews with highly experienced managers in the manufacturing supervisor promotion process. Phase two employed an online survey. The purpose of the latter was to acquire expert testimony that would accurately delineate determinants critical to the decision-making process. The survey required these managers to (a) rate the list of determinants using a Likert scale and (b) compare each determinant to its complements in each Likert scale category and rate on a scale of 0 to 100% its influence on the promotion decision. Utilizing the median ranking for each determinant, the most influential determinants were found to be (1) demonstrates character, integrity, and trustworthiness; (2) accomplishes tasks, productive, energetic; (3) appropriate attitude toward peers, subordinates, and superiors - team player, works well with others; (4) good people management skills, uses authority wisely, builds relationships and cares about individuals; and (5) seeks assistance when needed - recognizes issues that must be handled, especially those that should include other management personnel. A Bayesian analysis revealed these determinants accounted for approximately 82% of the positive promotion decision-making.