Page 1 |
Save page Remove page | Previous | 1 of 240 | Next |
|
small (250x250 max)
medium (500x500 max)
Large (1000x1000 max)
Extra Large
large ( > 500x500)
Full Resolution
All (PDF)
|
This page
All
|
UNDERSTANDING EMPLOYEES’ EFFORTS TO SEEK CHANGE OR QUIT:
A LONGITUDINAL STUDY OF HUMAN AND SOCIAL SERVICE WORKERS’ COGNITIVE AND BEHAVIORAL RESPONSES TO THEIR WORK EXPERIENCES
by
Dnika Jones Travis
A Dissertation Presented to the
FACULTY OF THE GRADUATE SCHOOL
UNIVERSITY OF SOUTHERN CALIFORNIA
In Partial Fulfillment of the
Requirements for the Degree
DOCTOR OF PHILOSOPHY
(SOCIAL WORK)
December 2006
Copyright 2006 Dnika Jones Travis
Object Description
| Title | Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences |
| Author | Travis, Dnika Jones |
| Author email | dtravis@usc.edu |
| Degree | Doctor of Philosophy |
| Document type | Dissertation |
| Degree program | Social Work |
| School | School of Social Work |
| Date defended/completed | 2006-09-08 |
| Date submitted | 2006 |
| Restricted until | Unrestricted |
| Date published | 2006-10-25 |
| Advisor (committee chair) | Barak, Michàlle Mor |
| Advisor (committee member) |
Nishimoto, Robert Banet-Weiser, Sarah |
| Abstract | Well-trained and highly qualified workers are invaluable assets to human service organizations; yet, these workers face a host of challenges in doing their jobs. Prior studies have gauged organizational commitment, job satisfaction, intention to leave, and turnover (Mor Barak, Nissly et al., 2001). This study forges new ground in its focus on the relationships among organizational factors and employees' responses to undesirable work experiences in a human service setting. Specifically, this study examined the following responses: (1) efforts toward of quitting (exit), (2) efforts that reflect one's disengagement from work-related tasks or organizational activities (neglect), and (3) efforts to improve dissatisfying work conditions or promote organizational change (voice) (Farrell, 1983; Rusbult et al., 1988). To encourage well-functioning organizations and positive client outcomes, greater understanding is warranted in this regard. The study's purpose is three-fold: (1) to test a theory-driven conceptual model that depicts the relationships among employee diversity characteristics, perceptions of work climate, job stress, psychological wellbeing, and exit/neglect/voice responses as outcome variables; (2) to examine the relationship among exit, neglect, and voice; (3) to test the model longitudinally with respect to the outcome variables.; The model was developed from social work, organizational psychology, management, and communication theories to offer a comprehensive multidisciplinary perspective. Through a longitudinal study of 359 child welfare workers, the hypothesized model was tested in four phases using path analysis (Amos 6.0). Both the cross-sectional and longitudinal path analytic models did fit the data well and provides evidence that diversity characteristics, perceptions of work climate, job stress, and psychological wellbeing are important determinants of employees' exit/neglect/voice responses to undesirable work experiences. Theoretically, this study's findings suggest that inclusion should be conceptually distinguished from supervisory and organizational support and that role conflict is distinguishably role ambiguity. Additionally, voice and neglect should be refined and reconceptualized in accordance with the challenges and demands of a human service settng. At the practice-level, these findings provide guidance to organizational leaders on how to target interventions to retain employees and keep them fuly engaged. |
| Keyword | human and social services; exit, neglect, voice; inclusion in decision-making; supervisory support; job stress; psychological wellbeing |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Type | texts |
| Legacy record ID | usctheses-m110 |
| Contributing entity | University of Southern California |
| Rights | Travis, Dnika Jones |
| Repository name | Libraries, University of Southern California |
| Repository address | Los Angeles, California |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-Travis-20061025 |
| Archival file | uscthesesreloadpub_Volume32/etd-Travis-20061025.pdf |
Description
| Title | Page 1 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | UNDERSTANDING EMPLOYEES’ EFFORTS TO SEEK CHANGE OR QUIT: A LONGITUDINAL STUDY OF HUMAN AND SOCIAL SERVICE WORKERS’ COGNITIVE AND BEHAVIORAL RESPONSES TO THEIR WORK EXPERIENCES by Dnika Jones Travis A Dissertation Presented to the FACULTY OF THE GRADUATE SCHOOL UNIVERSITY OF SOUTHERN CALIFORNIA In Partial Fulfillment of the Requirements for the Degree DOCTOR OF PHILOSOPHY (SOCIAL WORK) December 2006 Copyright 2006 Dnika Jones Travis |
