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The demand for excellent service in the hospitality industry is critical. This study evolved from the author's twenty-five years' experience within the hospitality industry where managing emotions is vital to quality customer service. This study addresses the existing literature gap of the relationship between emotional intelligence and transformational leadership. A purposeful sample of 37 human resource directors and managers within Starwood Hotels and Resorts completed Schutte's (2002) Assessing Emotional Intelligence Scale, Bass and Avolio's (2004) Multifactor Leadership Questionnaire and a demographic questionnaire. To explore the relationship of emotional intelligence and transformational leadership, the study focused on emotional intelligence and leadership competencies of transformational leadership—idealized influences, inspirational motivation, intellectual stimulation, individualized consideration. These competencies correlate closely with successful culture transformation, and the study demonstrated strong correlation. Data analyses resulted in observing a statistically significant relationship between pairs of scores to pairs of measures of leadership behaviors . The results support the research of Leban and Zulauf, 2004; Mandell and Pherwani, 2003; Sosik and Mergerian, 1999). A confluence of the data analysis and literature review of the constructs—emotional intelligence and transformative learning—yielded a preliminary conceptual model, The Transformational Leadership Pathway. The proposed conceptual model, providing a basis for future research, captures the hierarchy of transformational behaviors that may provide an instructive method to bring about culture change within service organizations. Four important recommendations for practice and research are included. One research recommendation is to replicate the study as global cross-cultural research to create better understanding of emotional intelligence and transformational leadership. Three recommendations for practice include: (a) a proposed competency model as an antecedent to transformational leadership that advances a leaders' competency in reading and interpreting social cues of followers, and adjusts behavior to align with the emotional needs of the follower, (b) adoption of ability based measures that may add to the selection process and contribute to the hiring of hospitality professionals in the workplace, and (c) consideration of replicating the study as global cross-cultural research to advance the construct of emotional intelligence contributing to transformational leadership. Additional recommendations for research and practice are included. Ph. D.

Limited literacy remains a prevailing issue among older adult populations. This qualitative study sought to answer the following research questions: How do older adults with limited literacy skills navigate and learn to navigate their daily lives in an advanced literate community such as the United States? What types of informal learning strategies and coping mechanisms have been used by these adults, and what perceived barriers and hindrances have participants faced and are facing in their lives? The study included the interviews, data collection and analysis of five women and two men, ages 67-87, two of whose activities also were observed by the researcher. The objective was to investigate their informal learning strategies and coping mechanisms within their current living environment. A thematic analysis of the seven narrative 'life stories' resulted in the emergence of four themes, which represented how these adults with limited literacy skills learned to navigate their daily lives and use informal learning strategies and coping mechanisms to survive in a changing environment: (a) Family support (or lack thereof), (b) social networks, (c) desired GED Program engagement, (d) self-directed gained knowledge. The study concluded that although none of the participants received a high school diploma, all successfully obtained employment and navigated their daily lives by incorporating various strategies. Likewise, given their implementation of self-directed learning strategies (Ausubel, 2000; Knowles, 1990; McClusky, 1974; Tough, 1982), participants viewed some of the dispositional, institutional, and situational obstacles (Cross, 1982), not as barriers, but as navigable and surmountable challenges. Implications of the study suggested limited literacy adults relied upon family support, social networks and self-direction to pursue knowledge and conceal limited literacy. They gained confidence and developed coping mechanisms to navigate daily activities, circumvent barriers and function in an advanced literate society. Future professional practice recommendations included incorporating ABE/GED programs at adult living facilities/community centers; invalidating false assumptions regarding limited literacy older adults; volunteering time and building trust with these adults; and validating their current and desired needs. Research recommendations included investigating limited literacy adult capabilities; shadowing their navigation; conducting similar studies in other U.S. regions; and investigating comparative life-span research. Ph.D.

The field of executive coaching has grown in popularity as a developmental tool for leaders. With the potential for a leadership continuity gap and the desire for organizations to strengthen leadership talent pools to prepare for succession planning, there is a need for empirical research regarding the effectiveness of executive coaching. The aim of this mixed method study was to explore the factors that contribute to successful coaching outcomes. The combination of an online survey of 68 high potential leaders and follow up interviews with 40 of those same leaders yielded information about the coaching experience. The results showed a correlation between the number of years a leader was with the company and his or her perception of a positive coaching experience. In addition, the total amount of time the coach and the leader spent together was correlated with the perception of a positive coaching experience. Finally, most leaders noted that exceptional coaches demonstrated professionalism in several ways, such as listening to the client, showing an interest in the client and their development, and providing advice and helpful suggestions. A better understanding of the factors that promote successful outcomes for high potential leaders will assist coaches in having positive impact on client and organizational performance. This study is unique in that it examines coaching in the context of a larger intervention, a leadership development program, using HR professionals as internal coaches with high potential leaders. For organizations using coaching in this fashion, this study addresses gaps in the literature, which was an impetus for this research. Additional research might be valuable on how coaching clients define a successful coaching outcome, a client's readiness to change, the coach-client relationship, and factors that promote sustained behavior change in a leader. Ph. D.

Over the past 28 years, as a human resource (HR) professional, I observed much writing and research on the need for the HR function to focus more on strategic outcomes and less on administration (Lawlerand Boudreau, 2012; OPM, 1999; PPS, 2010; Ulrich 1997). The shift in focus from administrative to strategic has been slow, demonstrated by the fact that from 1995 to 2010 the HR function appears to have has not changed how it allocates its time, has not increased focus on strategic outcomes, and is not engaging in higher value-added activities (Lawler and Boudreau, 2012). Absent from the literature is research on why the members of the HR function have been slow to embrace and demonstrate a strategic HR role (Beer, 1997; Lawler and Boudreau, 2012, OPM, 1999). This study was designed to address this knowledge gap by exploring the relationship between creativity and goal orientation and demonstration of strategic HR competencies based on self-assessed competencies. Understanding these constructs and their relationship to the demonstration of strategic HR competencies can inform the nature of interventions, to include selection, certification, training and development, to facilitate the movement of the HR function from an administrative to a strategic focus. Perceptions about creativity, goal orientation, and demonstration of strategic HR competencies were solicited from Department of Defense, Department of the Army civilian HR professionals. Correlational and multiple regression analyses were used to explore creativity and goal orientation and their relation to the demonstration of strategic HR competencies. Results showed that 17% of the variance in demonstrated strategic HR competencies was explained by creativity and a learning goal orientation, both characteristics of the individual HR professionals. After controlling for pay grade, these predictors still explained 13% of the variance in the self-assessed demonstration of strategic HR competencies. Suggestions for future research include replicating this study with a larger, diverse, randomized sample to validate and expand the findings of this study in terms of affects and generalizations. In addition, research exploring the work environment in organizations that have successfully made the transition from an administrative to a strategic focus. Ph. D.

This study opens with an introduction to the transpersonal orientation, which Boucouvalas presents as a meta-framework of the transpersonal field that includes individual, group/societal, and planetary/cosmic domains. Three major theoretical perspectives of the field framed the study: the hierarchical stages of development, spiral path, and participatory. I offer a philosophical hermeneutic reading of the Qur'an to trace the development of human collective consciousness as a construct of the interaction between the autonomous and homonomous self at the individual, group, and cosmic levels on one plane of reality with the Divine on the other. This analysis, which utilizes Gadamer's conceptualization of philosophical hermeneutics as a research philosophy, concludes that this process of collective human development is comprised of three clearly distinct representations: familial, national, and cosmic/planetary. I articulate development and growth as a process of the expansion of collective consciousness. The cosmic/planetary human consciousness represents the ultimate reach of this expansion, for it assimilates the national and familial types while simultaneously transforming and transcending them within its reach. Based on the historical development of human consciousness in the Qur'an depicted in this study, I propose that human collective consciousness has reached the domains of cosmic consciousness, which began at the time of the Qur'an being read by Muhammad. However, individuals and groups may still operate within the limiting boundaries of national consciousness in the form of religious, ethnic, racial, and nation states. The Qur'an, and possibly other religious texts, should be understood within this expanded cosmic/planetary consciousness reach because they represent humanity's collective heritage. Moreover, those individuals operating within a strictly national consciousness should not be entrusted with explaining these texts to humanity at large or imposing their own limiting understanding on the world. I conclude by outlining some implications for adult education as a process, a program and a movement. I presented the possible contribution of a transpersonal adult learning theory based on this study's meta-framework as a comprehensive worldview to adult education and learning combining multiple dimensions of being, including the rational, affective, spiritual, imaginative, somatic, and sociocultural domains through relevant experiences of body-mind-spirit. Ph. D.

In the wake of recent events, especially the Great Recession of 2007-2009, affecting the economy, resulting in job losses, personal financial distress, and gloomy perceptions of their future well-being, many Americans are concerned about their financial quality of life in retirement. The media is replete with a plethora of advertisements for retirement planning and financial products for an aging population. By 2030, nearly 20 percent of the population of the United States will be 65 or older. This case study was an examination of a group of retirees who are financially secure enough to reside in retirement communities that require prequalification of assets. The study will serve to inform people on the path to retirement of what those who have been successful actually did so that those in the pipeline may take into consideration their actions and avoid acts of commission or omission that might impede or destroy their chances of reaching a financially secure retirement. The study results showed that not only were the participants financially literate, they were planners. It also became apparent that financial literacy was acquired over time and that becoming financially literate and planning for retirement were dynamic processes that were not discrete. Another finding was that although financial literacy may have a positive impact on success in achieving a financially secure retirement, other factors such as world events, self-control, and luck could affect the realization of a retirement that is financially secure. The first-hand qualitative information gathered in the course of this study will enrich comprehension of the scope of the issues of financial literacy and retirement in America and perhaps form the basis of additional academic research. Finally, the conclusions of this study are significant not only for individual prospective retirees, but also for educators, financial industry professionals, and policy-makers as they craft educational programs, construct financial portfolios, and formulate legislation to help ensure the financial security of an ever-growing population of elders. Ph. D.

Coaching effectiveness is a result of a coach getting the best out of the people and resources in their environment. For coaches, learning from experience is vital in a role that is a complex, dynamic and multifaceted process of balancing fun and winning where one cannot be sure if results will go according to plan. At the Olympic level, due to commercialization more money is being spent than ever before on developing more professional and effective training systems to maximize athletic performances. Medals won determine how a coach is evaluated and with more nations competition at a higher level, success is becoming even more competitive. More qualified and adaptable coaches are required to cope with the demands of international competition. The literature has been extensively examined based on the research question: to what extent is coaching success predicted by a coaches' ability to self-reflect on past experiences? The purpose of this study was to demonstrate that if coaches who are highly self-reflective and have successful athletic and coaching experiences would be more likely to have future coaching success than those who either were not self-reflective or had less success in the past. Coaching knowledge is acquired though experience and the process of learning and self-reflection is an activity that facilitates this process. This study showed that rowing coaching experience and rowing athletic experience are positive predictors of coaching success, albeit weakly so. While self-reflective activities are not predictors of coaching success, self-reflection is an activity that coaches engage in. This study also identified the challenges in measuring coaching success. But like any domain, deliberate practice, which is a known pathway to developing expertise, is an activity that contributes to the professionalization of sports coaching and its advancement as a profession. Ph. D.

Organizations can incur extensive costs to fund training typically available to employees free of charge. However, some employees do not participate. The body of research reviewed in adult education focused on relevant studies and models of contributing factors for participation in academia, the workplace, and the community. No studies were found that investigated the motivation of adults who participate and do not participate in the Intelligence Community (IC). This study empirically examined the factors that influence adult participation in IC workplace training. The survey instrument was an adapted version of the Education Participation Scale-Alternate (EPS-A) and the Deterrents to Participation Scale-General (DPS-G) with seven open-ended questions to identify factors of adult participation and non-participation in the IC. Respondents (111) were participants and non-participants of leadership development training and consisted of African-American 75 (68%), Caucasian 21 (19%), Multi-Cultural 9 (8%), other 3 (3%), and 81 (75%) women and 27 (25%) men between the age of 21 and 80. Most respondents possessed a bachelor's degree or higher 78 (72%), worked in the IC for more than 10 years 36 (33%), and earned an annual family income of more than $130,000 63 (60%). Statistically significant results showed that lack of course relevance and time constraints were perceived deterrents to participation. Communication improvement was identified as a perceived enabler for non-participants. Additional findings of this study revealed four factors"to meet new people, to achieve an occupational goal, to increase my job competence, and to expand my mind-that influenced participation in leadership development training in the IC. Major themes such as leader or supervisor support, association, encouragement, selection, career advancement, personal growth, and availability of time were highlighted as enablers and deterrents of adult participation in workplace training. These findings enhance the current body of research in adult participation by providing information on participation in the IC that was previously not available in the literature and increase practitioners' knowledge of contributing factors that might affect the development of future leaders Ph. D.

This dissertation explores the lived experiences of workers who are involuntarily socially isolated in their work-places through the actions of one or more colleagues. This hermeneutic phenomenological inquiry is called by the question, "What is the lived experience of other-imposed social isolation in the work-place?" This study also explores the ways these targeted workers are lost and forgotten, by themselves and others, for the periods of time they remain in their socially isolating work-places. The tradition of hermeneutic phenomenology grounds this inquiry, guided primarily by the works of Martin Heidegger, Jean-Paul Sartre, and Martin Buber, and to lesser and varying degrees by David Abram, Hans-George Gadamer, Edmond Husserl, David Michael Levin, Emmanual Levinas, and Maurice Merleau-Ponty. Max van Manen's six methodological guidelines serve as the framework for the research activities that comprise this study. From conversations with, and written reflections from, eight work-place professionals, this study reveals what it is like to experience other-imposed, work-place social isolation. Through hermeneutic phenomenological exploration, the stories of these eight workers reveal lived experience along three primary themes. First, other-imposed social isolation is abusive power and control that is comprised of shameful, indecent acts. Second, the targets of involuntary social isolation experience relentless, wounding trauma. Third, while remaining in their socially isolating work-places, and sometimes for years after leaving, targeted workers bear the burdened weight of crushing grief. The study suggests a need to expose antiquated, yet accepted, work-place mores, that serve as unconscious barriers to work-place respect and dignity. Further, the study reveals that conscious, and conscientious, awareness and attention to abusive work-place social isolation are the responsibility of each and every work-place citizen. Finally, the study recommends meaningful citizen choices -- such as refusing silence; standing alone, if necessary; and inviting work-place community attention -- to engage with others where workers' truths and dignity are at stake. Ph. D.

This study examined the life of Benjamin Elijah Mays, in terms of discerning his character strengths and the role they played in addressing equality issues during his lifetime and beyond. Character was defined by the analytic framework of Peterson and Seligman's Character Strengths and Virtues: A Handbook and Classification. An examination of Mays's written archived works as well as key secondary references served as data sources. Peterson and Seligman's Values In Action-Inventory of Strengths (derived from and based upon their classification scheme) was converted into if/then statements to identify Mays's character strengths and virtues associated with specific historical events. The historical context focused on the social setting/event of Jim Crow and legally sanctioned segregation. Addressed was how Mays's character assisted in bringing about the end of segregation in public venues, ushering in voting rights for all disenfranchised Americans, and his use of the church and academia to recruit champions for equality in worship and life. Mays undertook an 88 year journey toward equality, a journey that spanned second slavery, passage of the Civil Rights Act of 1964, the Voting Rights Act of 1965, implementation of and failure to enforce affirmative action plans, and 44 years as a leader in the fight against segregation. Despite the fact that both the United States Senate and the House of Representatives unanimously passed resolutions in 1983 and 2001(SRs 188 and 23; HRs 17 and 49, respectively) to award Mays the Presidential Medal of Freedom “in honor of his distinguished career as an educator, civil and human rights leader, and public theologian,” the Medal was denied by the Reagan and G.W. Bush administrations. The equality issues that existed during Mays's life continue to haunt American society, but Mays's importance to the continuing struggle for civil rights and the character strengths that he brought to this struggle are undeniable and provide fertile territory for future research. Ph. D.

Private and public sector organizations have become increasingly interested in promoting diversity. Due to barriers attributed to race and gender, women and minorities often find it hard to break through the glass ceiling. Mentoring is a tool to assist with breaking through the glass ceiling. This interest has led to extensive growth in mentoring research and the design of a more expanded concept, developmental networks. Little empirical research informs our understanding of Black women in developmental networks and their political identities within those networks. This qualitative study, within the framework of grounded theory method and of case study research, examines two research questions: (1) What do Black women federal senior executives value within their developmental networks? (2) How do Black women federal senior executives construct political identity within their developmental networks? Applying the conceptual framework of Black feminist thought and developmental network support theories the study examined the developmental relationships of three Black women senior executives. This research highlights the development of a group of high achievers and the contributions of their self-identified support systems. Data analysis from unstructured person-to-person interviews, a questionnaire, and researcher theoretical memos identified the themes support network, self-definition and self-determination, and ecology of life. The most visible codes were significant friendship, workplace behavior, social network composition, and Black woman. In conclusion, the women valued relationships that produced psychosocial outcomes such as friendship, trust, honesty, direct feedback, and reciprocity. They also valued relationships where they received workplace guidance and career exposure from mentor, friend, sponsor, and ally developers within or outside of the workplace. The women developed networks that provided closeness and consisted of developers from different social arenas. They defined their political identities, roles, coping strategies for life challenges and fostered relationships that recognized the importance of ethnic/racial respect, and understanding personal strength. In addition, the women preferred informal developmental relationships with Black and male developers of different ages. Due to a small sample size, self-reported data and the application of grounded theory method, the findings of this study were interpreted with caution. Provided were recommendations for future research and practice. Ph. D.

The retention literature concerning online education suggests a dropout crisis among most institutions offering online courses and programs. Despite the fact that online courses and programs are making it easier than ever before for students to have access to college education, students are dropping out of online classes at a much faster pace than the traditional brick and mortar or on-ground classes. It would benefit these institutions to understand why students are not finishing their courses in an effort to improve persistence and therefore retention in online education. Furthermore, to increase program retention in online education, it is important to determine what factors are related to course completion and non-completion so that at-risk students can be identified and offered support services. The characteristic of self-direction is an important concept in understanding student readiness for online education. The purpose of this study was to analyze the difference in self-direction, as measured by the Oddi Continuing Learning Inventory (OCLI), between students who persist and those who don't persist in an undergraduate online asynchronous program. The data were gathered from undergraduate students at a four-year baccalaureate degree-granting college that has both an online campus and on-ground campuses across the United States. Although self-directed learning as measured by the total score on the OCLI was not statistically significant, the foundation was laid in this study for important future research. GPA and how the student connects to the internet from home were statistically significant. Further research is needed to ascertain (1) whether self-direction is in fact related to persistence in online programs and (2) what other variables are related to student persistence. Institutions may be able to implement some mechanisms within the online course with the intention of increasing student persistence and therefore retention in asynchronous online programs. Ph. D.

Telecommuting is a significant workplace innovation that allows an increasing portion of the work force to work from home or work at a location remote from the central workplace at least one-day a week. Previous studies (Bélanger, 1999; Pinsonneault & Boisvert, 2001; Potter, 2003) have outlined that the reasons for the growth of this phenomenon are found in its perceived benefits for both the telecommuter and their employer: improved productivity, organizational loyalty and belonging, job satisfaction, savings of office space, increased flexibility, improved employee morale and employee retention and attraction. Telecommuting literature has provided models and theories about telecommuting concentrating mainly on the telecommuter's experiences and perspective. However, the ramifications of this practice have a broad range of potential impacts not only on the telecommuter, but also other parties in the work unit. Despite the tremendous growth in telecommuting, relatively few empirical studies (Duxbury & Neufield, 1999; Golden, 2007; Watson-Fritz, Narasimhan, and Rhee, 1998) have directly examined the creeping affect and effect of the telecommuting challenges on others in the work unit. Few studies (Bailey & Kurland, 2002; Cooper & Kurland, 2002; Golden, 2007; McCloskey & Igbaria, 2003) have investigated it from the non-telecommuters' perspective and how it affects their work outcomes and their attitudes More importantly, no earlier studies were found that had ever investigated the effects of the telecommuting arrangement on the non-telecommuter from the organizational justice perspective, and how this affects the non-telecommuter's job satisfaction. This study empirically examined the affects and effects of telecommuting on non-telecommuters, and within that context, examined the extent to which organizational justice perspectives affected job satisfaction. Major findings of the study revealed that : (a) the accessibility of the telecommuter is key, even if they are working offsite, (b) job type/position plays an important role in the selection process or in some non-telecommuters' decision to opt out of telecommuting, (c) there was lack of awareness of a formal telecommuting policy or understanding of how the policy was applied, (d) selection procedures can be biased and unfair, and (e) some non-telecommuters experienced envy and jealousy, frustration, resentment, anxiety, unfairness and anger towards telecommuting colleagues. The results of the study also revealed that interpersonal/interactional, and distributive justice both explained the statistically significant variance in non-telecommuters' job satisfaction. However, interpersonal/interactional justice (which focuses on the quality of interpersonal treatment individuals receive) explained a stronger statistically significant variance in the job satisfaction of non-telecommuters. Ph. D.

In 1944 Hans Asperger, a Viennese physician, identified a neurological disorder which hinders a person’s ability to communicate and interact socially. Lorna Wing’s research reintroduced the disorder in 1981, but Asperger’s Syndrome was not recognized in the United States until 1994. This study, aimed at generating knowledge about the lived experience of individuals with Asperger’s, is grounded in hermeneutic phenomenology. The writings of Martin Heidegger (1962, 1971), Hans Gadamer (1975/2003), and Edward Casey (1993) provided the philosophical foundation that helped me to open up the phenomenon as I answered the question, “What is the lived-experience of individuals with Asperger’s Syndrome?” Van Manen’s (2003) six research activities served as a framework: (a) turning to a phenomenon which seriously interests us and commits us to the world; (b) investigating the experience as we live it rather than as we conceptualize it; (c) reflecting on the essential themes which characterize the phenomenon; (d) describing the phenomenon through the art of writing and rewriting; (e) maintaining a strong and oriented pedagogical relation to the phenomenon; and (f) balancing the research context by considering parts and whole. Individuals with “Asperger’s Syndrome” navigate the world in a manner that makes sense to them. These adults desire to build nearness in what has been coined a neurotypical world. Five adults with Asperger’s Syndrome were interviewed three times each, sharing their experiences in school, the workplace, and community, elaborating upon how they attempted to fit in with their neurotypical peers. They also shared strategies developed to build nearness and find place in the neurotypical society. Participants reported experiences such as wearing masks as a tool to gain insider status in the neurotypical world, and the sense of exhaustion this behavior involves. They described their experiences with terms such as “bully magnet” and “emotional traffic jam,” in illuminating the daily discomforts they face attempting to meet the expectations of social interaction. The experience of bullying particularly seems to have had a lifelong impact. Recommendations for further research include examining the effect of early diagnosis, and how early transition experiences contribute to social development. A study on the effects of bullying that Aspies encountered during their school years would also add valuable information to the literature. Finally, work is a significant part of every adult’s life. Recommendations for employers include exploring mentoring or natural supports to employees who disclose the disorder. Additional supports and resources would increase performance and job retention. Ph. D.

Especially during times of intense change, managers may negatively impact the quality of employee-manager relationships by breaching or violating psychological contract terms and exhibiting unfair treatment (i.e., interactional injustice) in the workplace. A psychological contract is conceptualized as an exmployee's perception or individualistic belief about the reciprocal and promissory nature of the employment relationship (Argyris, 1960; Levinson, Price, Munden, Mandl, & Solley, 1966; Rousseau, 1989, 1990, 1995; Schein, 1965, 1994). Misperceptions surrounding contractual changes and perceived misalignments between managers' words and deeds have contributed to employee perceptions of contract breach and violation, which are linked to negative employee attitudes and behaviors (Andersson, 1996; Morrison & Robinson, 1997; Pate, Martin, & Staines, 2000; Rousseau, 1995). Employees may simultaneously experience interactional injustice when managers act in disparaging ways and fail to provide adequate explanations (Bies, 1989; Bies & Moag, 1986). Leadership literature has provided evidence that high-quality leadership can positively influence employees' behaviors and attitudes and increase perceptions of workplace fairness (Dirks & Ferrin, 2002; Kickul, Gundry, & Posig, 2005; Kouzes & Posner, 2003). However, the relational role of leadership credibility, within the context of psychological contract breach and violation and interactional justice, has not been examined in leadership, psychological contract, and organizational justice literatures. This study was designed to explore the relationships between leadership credibility, interactional justice, and psychological contract breach and violation. The results of the study confirmed that employees' perceptions about leaders' credibility does strongly relate to managerial violation, interpersonal justice, and informational justice. Ph. D.

Allocating money and resources to improve employees' performance can be costly. The 2008 Industry Report of ASTD (formerly the American Society for Training and Development) showed that U.S. organizations spent $134.39 billion on employee learning and performance. Because learning and development are expensive, time consuming and often disruptive for workflow, training professionals need to show credible and sustainable methods for proving the value of their training programs. This research study examines the effects of employees' perceptions of transfer intentions, General Self-efficacy (GSE) and supervisor support to better identify the conditions for actual transfer. An increased understanding of the conditions of transfer provided a new perspective for a county government agency. Data were collected immediately after training and later in the work environment from 36 subjects who participated in a three-day Employee Leadership Institute (ELI) in December 2007. The study built upon and extended existing data collected in December 2006, March 2007, and September 2007. The data analysis approach consisted of Chi-square computation, Analysis of Variance (ANOVA), bivariate correlation and hierarchical regression analysis. SPSS was used to conduct the data analysis. The results suggest that General Self-efficacy (GSE) was the most important influence on transfer intentions up to six months after ELI. Then, transfer intentions was a better predictor than supervisor support and GSE to significantly influence the actual initiation of skills on the job obtained from ELI at six, nine months and one year. Once employees actually attempted to apply skills on the job, transfer intentions was a better predictor at six months for maintaining those skills over time (transfer maintenance); however, transfer initiation was a better predictor at nine months and one year. Due to a small sample size and self-reported data, the study results should be interpreted with some caution. Ph. D.

The purpose of this hermeneutic phenomenological study was to better understand the ways that adult learners studying Catholic theology become present to one another, strengthen bonds of community, and contemplate the face of Christ in computer-mediated, text-based distance education. Ten geographically dispersed learners seeking undergraduate or graduate degrees in Catholic theology participated in the study. There was no face-to-face interaction. Through a password protected site specifically designed for the research, participants engaged in eight weeks of text-based, online conversation. They reflected on emergent themes about technology and the ways that it alters time, place, presentation of self, and relationships. Text as sacred, relational, presentational, communal, and transformational was explored, as was the nature and meaning of community, especially the spiritual quest to contemplate the face of Christ in an online community. The study offers a deep understanding of the meaning of presence and the development of community in the context of faith. Serving as the philosophical methodological foundation were the writings of Martin Heidegger (1927/1993), Hans-Georg Gadamer (1960/1999), Gabriel Marcel (1937/1967), John Paul II as Cardinal Carol Wojtyla (1976), and Robert Sokolowski (1993). The phenomenological method of Max van Manen (2003) guided data collection and analysis through the dynamic interplay of six research activities: (a) turning to the phenomenon which seriously interests us and commits us to the world; (b) investigating experience as we live it rather than as we conceptualize it; (c) reflecting on the essential themes which characterize the phenomenon; (d) describing the phenomenon through the art of writing and rewriting; (e) maintaining a strong and oriented pedagogical relation to the phenomenon; (f) balancing the research context by considering parts and whole. Recommendations for practitioners of computer-mediated education are explored; suggestions for future research include longitudinal studies of theology students in fully online programs, ways of introducing transcendent presence in online learning communities, how language bears on learning and presence, and the role of non-text based media and virtual environments on presence and the spiritual quest. Ph. D.

Organizations are increasingly supporting employee's educational pursuits, especially when continuing education is used as a strategy to achieve organizational goals or groom future executives. Fulmer and Wagner (1999) found that best-practice organizations developed their own leaders and that senior executives were products of internal leadership development systems. This quantitative study was designed to better understand deterrents to participation in formal adult education from the perspective of mid- to upper-level professional, technical, executive, administrative, and managerial employees who participated in a quasi-governmental organization's leadership development program. The program consisted of three phases. The first two took place within the confines of the organization over a one-year period, and completion rates were almost one-hundred percent. For phase three, the formal education component of the program where three years were allotted to achieve the objectives, the completion rates were much lower. As a result, fifty-nine percent of all participants failed to complete the program in its entirety. Three questions were explored in the study: (a) despite efforts of the employer to address major deterrents (time, costs, family responsibilities, access, and employer support), to what extent do employees perceive any of these deterrents still exist, (b) what other deterrents do employees face as they approach or become active in the formal adult education segment (Phase III) of the leadership development program, and (c) what do employees perceive as enablers provided by the employer? A slightly modified Deterrents to Participation Scale-General (DPS-G) augmented with three open-ended questions was used to collect data from eight hundred and thirty-three respondents. Sixty-seven percent had completed all three phases of the leadership development program. Multivariate analysis of variance and content analysis were the primary analytical methods used. Results revealed that typical deterrents to participation in formal adult education were not very problematic for the respondents in this study; however, findings here reinforce those in the literature regarding the critical need for organizational support. The results have implications for the subject organization and may also apply to smaller organizations, global enterprise, and private industry, where leadership development programs with a formal education component exist or may be implemented. Ph. D.

The present research in ethical decision-making draws from the fields of moral philosophy, social psychology, and organizational theory with the intention of establishing links among social/organizational influences, individual cognitive elements of moral behavior, individual difference characteristics, and the intention to act ethically. Ethical decision-making, by investigating the moral judgment (evaluation) and moral intent components of an ethical decision-making model, was examined. This augments existing research concerning inconsistencies between the ethical behavior of an individual and the individual's level of moral development, which in the workplace are hypothesized to be related to organizational factors. Research questions developed from this groundwork, as well as research on moral ideology and organizational justice, were formulated to examine how moral ideology, moral evaluation, and organizational justice work together to explain moral intent. Moral evaluation explained 55% of the variance in moral intent after controlling for moral ideology and organizational justice. For a subset of the data, three organizational justice variables explained a very modest proportion of the variance in moral evaluation after controlling for two moral ideology variables. Implications for future research and considerations for practice are presented. Ph. D.

This research was conducted to develop a richer understanding of resistant behavior displayed by adults in the adult learning environment. Resistant behavior occurs when a student declines the learning opportunity by mentally withdrawing, or by co-opting the instructor's agenda, or by attacking the instructor directly. This research addressed two questions. The first was, "How do instructors perceive the underlying dynamics, or causes they cite, of the hostile resistant behavior they have observed and experienced in the learning environment?" The second question was "How do instructors interpret episodes of hostile resistant behavior?" This qualitative research provides an in depth exploration of the experiences of the participating instructors with hostile resistant behavior in adult graduate education. The participants were veteran teachers accustomed to handling resistant behavior, yet this experience stopped them in their tracks. The hostile resistant behaviors may represent a subcategory of resistance not previously researched, and could happen to anyone. This could be challenging for the most seasoned professional. Interviews were guided by grounded theory concepts as described by Strauss and Corbin. Open-ended interviews were modeled on the work of Seidman. The selected instructors had a minimum of twenty years experience in higher education. They were professionally adept, seasoned educators of adults. Key findings were that: participants were unable to anticipate the onset of resistant behavior; the behavior was persistent and intense; the instructors were unable to isolate causes or develop effective coping strategies; the instructors' emotional reactions included a pattern of surprise, confusion, and cynicism; the emotional impact on the participants was often strong and lasting. The dissertation provided recommendations for further research in instructor-centric; student- centric; and institution-centric categories. Instructor-centric recommendations included: expansion into additional academic disciplines and the training world; effect of on-line delivery methods; impact on instructors' professional reputations; and transformational experience. Student-centric recommendations addressed changes that might be associated with the make up of the student body, such as age and culture; and the effect of the resistant behavior on other members of the class. Institution-centric recommendations included suggestions regarding hostile work environment; protective measures for instructors; and institutionalized support networks. Ph. D.

Addressing the comprehensive needs of individuals with brain injuries is a growing concern in brain injury rehabilitation as well as evaluating the efficacy of these conventional therapeutic modalities: cognitive rehabilitation, and physical, occupational, and speech therapies. Therapeutic dance/movement has not been an integral part of these core services. I have observed its potential, however, during the past thirteen years while providing this intervention to individuals with brain injuries. The focus of this dissertation was to gain a better understanding of the dynamics of a therapeutic dance/movement intervention for individuals with brain injuries by comparing it to conventional physical therapy. Physical therapy, given its longevity in providing rehabilitative services to individuals with brain injuries, afforded a means by which to more systematically explore therapeutic dance/movement. Five individuals with brain injuries were observed and analyzed as they participated in five weekly therapeutic dance/movement sessions and five weekly physical therapy sessions. Laban Movement Analysis (LMA) was used as the observation and analytic tool for the purpose of elucidating similarities and differences between the two interventions in relation to the five case studies. Two questions guided the inquiry: (a) What are the similarities and differences between a physical therapy intervention and a dance/movement intervention? and (b) What are the dynamics of a therapeutic dance/movement intervention? Findings revealed that the physical therapy intervention focused specifically on body level connectivity and single joint action movement from a Body perspective. In comparison, the dance/movement intervention incorporated body level connectivity in addition to the dynamics of Breath/Core Support and Grounding, Effort-Life, Spatial Intent, and Aspects of Shape, providing the spectrum of Body, Effort, Space, and Shape ( BESS) components in harmony with the Movement Themes: Whole/Part, Inner/Outer, Function/Expression, Exertion/Recuperation, and Mobility/Stability.The dance/movement intervention imparted an integrative mind-body approach to learning about one's Inner and Outer self and one's ability to cope with and connect to one's environment. Knowledge was added to the current literature at an opportune time in the brain injury rehabilitation field. Rehabilitation professionals are recognizing the need to transform current assumptions regarding the essential aspects of brain injury rehabilitation and seek additional non-medical model approaches to rehabilitation. This study offers a therapeutic modality along with a viable measurement tool that has the potential for meeting this need. Recommendations for future research are offered. Ph. D.

Rapid establishment of interpreting skill and knowledge standards for public school sign language interpreters has created a virtual mandate for their immediate, time-compressed, professionalization. A series of federal laws requiring accessibility to communication for deaf people have escalated demand for interpreters far beyond the supply. Thousands of people with varying levels of knowledge, skill, and experience, have been drawn into service in schools without professional preparation. Responding to specialized research, evaluation, technology, and education related to educational interpreting, states have quickly been establishing standards for interpreting skill and knowledge including phased in degree requirements. Educational interpreters have had to find ways of gaining necessary skill and knowledge rapidly, even though they typically work full-time, in isolation, and have little ready access to resources. Few occupations have experienced a juggernaut-like transition of this nature, leaving insufficient information to understand and address the phenomenon. This study was designed to investigate what we can learn from adults absorbing intense pressure of elevating their education and skills unfolding on a daily basis, most of whom are already experiencing "high-demand low-control" work environments. The findings give voice to members of a field of practice at a historic point in the professionalization of their field: sixty five experienced educational interpreters with diverse foundational preparation who completed a specialized, two-year, inservice program delivered at a distance. Online survey research, using a variety of response formats complemented by open-ended questions, generated data which were analyzed using descriptive and analytic statistics as well as coding schemes for themes and patterns that emerged from the qualitative data. The study illuminated a variety of challenges, successes, and, for some, the transformative nature of the experience, which warrants further study. Beyond acquiring knowledge and skills participants learned how to learn and achieved self-realization of their resilience points. They especially experienced themselves transforming into professionals with abilities to actively contribute to the school environment, reporting themselves to be informed, competent, and confident in all typically expected roles. Challenges typical of the adult distance learner abounded. It is recommended that adult learning principles be incorporated into any such program design, and that the wider interpreting community of practice be expanded as a learning resource. Equally important to recognize are the many people who have the same enthusiasms for the work, and the same professionalizing experiences as their more skilled peers, but who may never become sufficiently skilled to pass interpreting skill exams or their state standards. A follow up study is recommended to learn what emerges next. Is there a place for them in education that fully acknowledges and uses their experience and competencies? Ph. D.

Historically, oppression has been and continues to be a serious issue of concern worldwide in both developed and underdeveloped countries. The structure of Indian society, with its hierarchies and power structures, is an ideal place to better understand the experience of oppression. Women throughout the long established Indian hierarchy, and members of the lower castes and classes, have traditionally born the force of oppression generated by the Indian social structure. The focus of this research explored the way the way class, caste, and gender hierarchies coalesce to influence the life choices and experiences of an Indian woman born into the lowest level of the caste and class structure. This research specifically addressed the female Dalit cobbler (leatherworker), who exists among a caste and class of people who have been severely oppressed throughout Indian history. One female Dalit cobbler from a rural village was studied. Her life represents three levels of oppression: females (gender), Dalits (caste), and cobblers (class). This study was based on three interconnected research questions that attempted to uncover the way class, caste, and gender hierarchies influence the lives of Dalit female cobblers: what the Dalit female cobbler has experienced in terms of economic, personal, and social struggle; how the Dalit female cobbler manages to get through her day-to-day struggles; and where the Dalit female cobbler sees herself in the future. Participant observation and triangulation were major components in the design of this study, as it was important to view the local daily life of this individual. Detailed field notes were collected and recorded, interviews based on open-ended questions were conducted, and site documents were gathered. The findings that have become evident throughout this observation have increasingly exposed one continuous theme in particular: the "lived' experience and position that one must accept his or her station in life without question. This dissertation, however, has shown how acceptance does not mean that one stops trying to thrive. On the contrary, the life of this particular female Dalit cobbler exemplifies the ingenuity and perseverance of people who are not members of the dominant social structure. It demonstrates how one individual had the ability to negotiate multiple levels of oppression and succeed in sustaining herself, her family, and her community. Ph. D.

The dissertation focuses on understanding the mothering experience of three internal organizational development consultant/managers who perceive that their experience informed their professional functioning. The questions that guided the study were: (a) What is the mothering experience of the internal organizational development consultant/manager who perceives that her experience informed her professional functioning? and (b) How does the mothering experience inform the professional functioning of the internal organizational development consultant/manager? A case study method using the grounded theory method of data analysis produced three narratives that suggested how the mothering experience influenced consulting and managerial functioning. Three themes emerged; namely: "being fully present," "protecting by fighting for trust and safety Ph. D.

The inquiry is a hermeneutic historical study of the historical factors in the life of Kazimierz Dabrowski which contributed to the shaping of his Theory of Positive Disintegration. Relatively little information has been written on the life and theory of Kazimierz Dabrowski. The researcher contends that knowledge of Dabrowski, the man, will aid in an understanding of his theory. The journey in which an individual "develops" to the level at which "the other" becomes a higher concern than the self, is the "stuff" of Kazimierz Dabrowski's Theory of Positive Disintegration. It is a paradoxical theory of human development, based on the premise that "good can follow from bad." Crisis and suffering act as the propellents into an internal as well as external battle with self and environment to move out of the "what is" and travel to the "what ought to be." Illuminated within this study, is how the life of Dabrowski demonstrates this moral and psychic struggle. Data collection for this qualitative study was accomplished over a four year period through a "deep" reading of the works of Dabrowski and a search for biographical material. The researcher was the first to utilize a ten volume file on Dabrowski housed in the National Archives of Ottawa in Canada which houses a plethora of Dabrowski's books and papers. The researcher, following a hermeneutic research approach, traveled to Poland to "walk in Dabrowski's footsteps." Within this journey, the researcher utilized the facilities of many archives in Poland - at libraries, and within prisons. Given the researcher's Polish heritage, a basic knowledge of the Polish language aided the researcher greatly in these endeavors. The journey served to deepen the researcher's understanding of Dabrowski, the man - his history and his country. Finally, the researcher interviewed several of Dabrowski's friends, co-authors, students and associates. This study serves as a baseline endeavor for additional research. The researcher's purpose was to aid in understanding Dabrowski - the man and his theory. The research journey was an attempt by the researcher to keep alive and renew interest in a theory of human development that is in danger of being forgotten. Ph. D.