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Strategies for Fostering Meaningful Work with Remote Employees: Narratives from Middle Managers in Higher Education

Author: Towner Shannon
Publication venue: University of Maryland Global Campus
Publication date: 2024
Field of study

Labor markets are tight, and remote workers currently make up a large portion of U.S. knowledge workers. Higher education institutions have a significant portion of remote workers in their workforce and face the same challenges in employee retention as other U.S. employers. Employee turnover is impacted by various elements, one of which is the meaningfulness of work, which has been selected for this study, as it has been shown to impact employee retention, as well as a range of factors relating to positive employee outcomes such as commitment, job satisfaction, performance, and engagement. While prior literature has identified the importance of meaningfulness of work, there is a gap regarding managerial strategies that can be used to increase employee meaningfulness. This research uses a narrative inquiry approach to identify and thoroughly understand managers’ successful strategies to help improve remote employees’ feelings of meaningfulness in their work, focusing on professional staff in higher education. Eight findings were identified: four related to elements of meaningful work for remote employees and four related to strategies to foster meaningful work. The four factors impacting the meaningfulness of work for remote professions in higher education are unity with others, expressing full potential, serving others, and enjoyment of the work. Four managerial implications were identified based on the findings, with 11 associated recommendations.STRATEGIES FOR MEANINGFUL REMOTE WORK i Strategies for Fostering Meaningful Work with Remote Employees: Narratives from Middle Managers in Higher Education Dissertation submitted to the School of Business, University of Maryland Global Campus in partial fulfillment of the requirements for the degree of Doctor of Business Administration by Shannon Towner March 2024 Dissertation Committee: Dr. Raymond Muhammad Dr. Anthony Sterns Dr. Mary Jo Anderson Date of Oral Defense: 03/13/2024 STRATEGIES FOR MEANINGFUL REMOTE WORK ii Abstract Title of Dissertation: STRATEGIES FOR FOSTERING MEANINGFUL WORK WITH REMOTE EMPLOYEES: NARRATIVES FROM MIDDLE MANAGERS IN HIGHER EDUCATION Shannon Towner, Doctor of Business Administration, 2024 Labor markets are tight, and remote workers currently make up a large portion of U.S. knowledge workers. Higher education institutions have a significant portion of remote workers in their workforce and face the same challenges in employee retention as other U.S. employers. Employee turnover is impacted by various elements, one of which is the meaningfulness of work, which has been selected for this study, as it has been shown to impact employee retention, as well as a range of factors relating to positive employee outcomes such as commitment, job satisfaction, performance, and engagement. While prior literature has identified the importance of meaningfulness of work, there is a gap regarding managerial strategies that can be used to increase employee meaningfulness. This research uses a narrative inquiry approach to identify and thoroughly understand managers’ successful strategies to help improve remote employees’ feelings of meaningfulness in their work, focusing on professional staff STRATEGIES FOR MEANINGFUL REMOTE WORK iii in higher education. Eight findings were identified: four related to elements of meaningful work for remote employees and four related to strategies to foster meaningful work. The four factors impacting the meaningfulness of work for remote professions in higher education are unity with others, expressing full potential, serving others, and enjoyment of the work. Four managerial implications were identified based on the findings, with 11 associated recommendations. Keywords: higher education, meaningful work, strategies, remote work, professional staff STRATEGIES FOR MEANINGFUL REMOTE WORK iv LEAVE THIS PAGE BLANK STRATEGIES FOR MEANINGFUL REMOTE WORK v © Copyright by Shannon Towner 2024 STRATEGIES FOR MEANINGFUL REMOTE WORK vi Dedication I want to dedicate this dissertation to my dad, who has supported me throughout my life in everything I have done. I never felt there was anything I could not achieve, and I owe it all to him. My dad is my hero. He was excited when I started this program, and while he is no longer with us physically, I know he will be there in spirit to see me finish. STRATEGIES FOR MEANINGFUL REMOTE WORK vii Acknowledgments I would like to thank my life partner, Randy Ewing, for his patience and eternal support through this process. When I was not keeping up my end of the deal with chores, he was there, handing me a sandwich to keep me going. I could not have done this without you. I promise we will have more time to spend together now! I also want to thank the UMGC team for their support. Dr. Ray Muhammad, I appreciate your expert guidance through this long and detailed process, and Dr. Anthony Stern, thank you for your support as second chair. Dr. Mary Jo Anderson, I am extremely grateful for your insightful comments and suggestions in my drafts. I would also like to thank Dr. Darragh McNally for answering what felt like 1,000 questions about the IRB process and Dr. Monica Sava for allowing me to be one of the first students to conduct primary research at UMGC in recent history. STRATEGIES FOR MEANINGFUL REMOTE WORK viii Table of Contents Abstract ........................................................................................................................................................ ii Dedication ................................................................................................................................................... vi Acknowledgments ...................................................................................................................................... vii Table of Contents ...................................................................................................................................... viii List of Tables ................................................................................................................................................ x Chapter 1: Introduction and Overview of the Management Problem ......................................................... 1 Background and Overview ............................................................................................................................ 2 Problem Statement and Significance of the Problem ............................................................................ 3 Purpose of the Study and The Research Question ................................................................................. 5 Rationale for the Study or Significance of the Study .............................................................................. 6 Discussion of Concepts ........................................................................................................................... 8 Definitions and Terminology .................................................................................................................. 8 Chapter Summary .................................................................................................................................. 9 Organization of the Dissertation .......................................................................................................... 10 Chapter 2: Theoretical Frame and Literature Landscape Review ............................................................... 11 The Literature Landscape ..................................................................................................................... 12 Impactful Theories of Meaningful Work ............................................................................................. 12 Interventions Regarding Meaningful Work ........................................................................................ 16 Remote Work ..................................................................................................................................... 19 Higher Education ................................................................................................................................ 20 Middle Managers ............................................................................................................................... 22 Theoretical Frameworks ....................................................................................................................... 23 Lips-Wiersma and Wright (2012) Model of Meaningfulness .............................................................. 24 Hackman and Oldham (1975) Job Characteristics Model ................................................................... 26 Conceptual Model ............................................................................................................................... 30 Chapter Summary ................................................................................................................................ 30 Chapter 3: Method ..................................................................................................................................... 32 Study Design and Methodology ........................................................................................................... 33 The Evidence-Based Research Framework ......................................................................................... 33 Phases of the Research Process .......................................................................................................... 33 Coding Method .................................................................................................................................... 48 Chapter Summary ................................................................................................................................ 52 Chapter 4: Analysis and Findings ................................................................................................................ 53 Review of the Research Question ........................................................................................................ 53 Description of the Data Set .................................................................................................................. 53 Sample Size ........................................................................................................................................ 53 Participant Demographics ................................................................................................................... 53 Results ................................................................................................................................................. 55 Findings ................................................................................................................................................ 56 STRATEGIES FOR MEANINGFUL REMOTE WORK ix Finding 1: Unity with Others Contributes to Meaningful Remote Work ............................................ 57 Finding 2: Expressing Full Potential Contributes to Meaningful Remote Work ................................. 59 Finding 3: Serving Others Contributes to Meaningful Remote Work ................................................. 61 Finding 4: Enjoyment of the Work Contributes to Meaningful Remote Work ................................... 62 Finding 5: Strategies That Foster a Sense of Unity With Others for Remote Workers ....................... 63 Finding 6: Strategies That Foster the Expression of Full Potential for Remote Workers ................... 70 Finding 7: Strategies That Foster a Sense of Serving Others for Remote Workers ............................ 74 Finding 8: Strategies that Increase Enjoyment of the Work for Remote Workers ............................. 75 Quality Assurance ................................................................................................................................ 76 Summary of Findings ............................................................................................................................ 78 Revised Conceptual Framework ........................................................................................................... 79 Chapter Summary ................................................................................................................................ 81 Chapter 5: Conclusions and Implications .................................................................................................... 82 Review of the Research ........................................................................................................................ 82 Answer to the Research Question ........................................................................................................ 83 Management Implications and Recommendations ............................................................................. 84 Implication 1: Facilitating a Sense of Unity With Others Fosters Meaningful Work .......................... 84 Implication 2: Facilitating the Expression of Full Potential Fosters Meaningful Work ....................... 89 Implication 3: Facilitating the Feeling of Serving Others Fosters Meaningful Work .......................... 94 Implication 4: Facilitating Enjoyment of the Work Fosters Meaningful Work ................................... 96 Barriers to Implementation of Recommendations .............................................................................. 97 Limitations of the Study ....................................................................................................................... 97 Areas for Future Research .................................................................................................................... 99 Final Summary and Conclusion ............................................................................................................ 99 References ............................................................................................................................................... 101 Appendix A: Introductory Email ................................................................................................................ 123 Appendix B: Consent Form ....................................................................................................................... 125 Appendix C: Additional Study Information for Participants ..................................................................... 126 Appendix D: Final Study Instrument ......................................................................................................... 130 Appendix E: Original Study Instrument ..................................................................................................... 135 Appendix F: Coding Definitions ................................................................................................................. 140 STRATEGIES FOR MEANINGFUL REMOTE WORK x List of Tables Table 1 Examples of Quotes, Categories, and Themes ................................................................. 51 Table 2 Participant Demographics ................................................................................................ 55 Table 3 Summary of Findings ........................................................................................................ 56 Table 4 Finding 1: Unity With Others Contributes to Meaningful Remote Work ......................... 57 Table 5 Finding 2: Expressing Full Potential Contributes to Meaningful Remote Work ............... 59 Table 6 Finding 3: Serving Others Contributes to Meaningful Remote Work .............................. 62 Table 7 Finding 4: Enjoyment of the Work Contributes to Meaningful Remote Work ................ 63 Table 8 Finding 5: Strategies That Foster a Sense of Unity With Others ...................................... 64 Table 9 Finding 6: Strategies that Foster the Expression of Full Potential ................................... 70 Table 10 Finding 7: Strategies That Foster a Sense of Serving Others .......................................... 74 Table 11 Finding 8: Strategies that Foster Enjoyment of the Work .............................................. 76 Table 12 Study Implications, Recommendations, and Supporting Findings ................................. 84 STRATEGIES FOR MEANINGFUL REMOTE WORK xi List of Figures Figure 1 Lips-Wiersma and Wright (2012) Framework for Meaningfulness ................................. 24 Figure 2 Hackman and Oldham (1975) Job Characteristics Model ............................................... 28 Figure 3 Conceptual Framework for Remote Leadership Interventions ...................................... 30 Figure 4 Revised Detailed Conceptual Model ............................................................................... 80 Figure 5 Summary-level Revised Conceptual Framework ............................................................ 81 Figure 6 Strategies to Foster a Sense of Unity .............................................................................. 85 Figure 7 Strategies to Facilitate the Expression of Full Potential ................................................. 90 Figure 8 Strategies to Serve Others .............................................................................................. 94 Figure 9 Strategies to Provide Enjoyment of the Work ................................................................ 96 STRATEGIES FOR MEANINGFUL REMOTE WORK 1 Chapter 1: Introduction and Overview of the Management Problem Managers face challenges when implementing strategies that foster meaningful work for remote workers (Bailey et al., 2019; Byrd, 2022; Guldenberg & Langhof, 2021). The job market has been in flux since the COVID-19 pandemic, with a rise in remote working and employee turnover (Baker & Zuech, 2023; Dua et al., 2022). One factor consistently connected to increased job satisfaction and decreased turnover intention is meaningful work (Allan et al., 2019; De Smet et al., 2022). The meaningfulness of work can be defined as “the value of a work goal or purpose, judged in relation to an individual’s own ideals or standards” (May et al., 2004, p. 14). Meaningful work serves many purposes, as it has other positive outcomes benefiting both employers and employees, such as increased productivity, employee engagement, and employee well-being (Brieger et al., 2021; Bromley et al., 2021; Lips-Wiersma et al., 2023). Eighty percent of college graduates polled by Gallup and Bates College stated that meaningful work is very or extremely important in their job, demonstrating that the meaningfulness of work is a critical area of focus for hiring and retention (Gallup & Bates Collect, 2019). In this challenging labor market, higher education institutions face employee retention issues and an increase in the number of remote workers (Bichsel et al., 2022; Walton, 2022). In 2022, more than half of higher education professional staff indicated they would seek new jobs next year, with 43% citing the desire to work remotely as a motivator (Bichsel et al., 2022). Staff are becoming less satisfied with their jobs, and over 77% of college administrators surveyed by The Chronicle of Higher Education felt that working in higher education was less appealing in 2022 versus 2021 (Anft, 2022). Researchers have suggested a need for strategies designed to cultivate meaningful work in the general workforce (Steger, 2017; Bailey et al., 2019), as well as specifically in higher education (Castiello-Gutierrez et al., 2021). Researchers have also noted a lack of literature on higher education staff in the United States and internationally (Briody et al., 2022; Gander et al., 2019). This includes a dearth of research regarding STRATEGIES FOR MEANINGFUL REMOTE WORK 2 higher education remote workers (Heiden et al., 2021), who comprise 14% of the professional staff workforce (Bichsel et al., 2022). This Chapter will discuss the background and overview, the business problem and significance, the purpose of the study and research question, and key concepts and themes. Chapters 2 through 5 will cover the theoretical framework and literature review, study methods, analysis and findings, and conclusions and implications. Background and Overview U.S. labor markets have been in a state of change since the 2020 COVID-19 pandemic, with an increase in employees working remotely full-time, high rates of turnover, and more jobs available than job seekers to fill them (Baker & Zuech, 2023; Dua et al., 2022). After the 2020 COVID pandemic, working from home became routine, with 58% of U.S. employees teleworking at least one day per week and 35% engaging in full-time telework, which is estimated to be as much as ten times the prior rate of remote work (Dua et al., 2022). This change was accompanied by the “Great Resignation” (Amanor-Boadu, 2022, p.1), where employees quit their jobs at a rate 25% higher than before the pandemic (De Smet et al., 2022). The high quit rates are also coupled with an unusually high number of job openings, with available jobs exceeding the number of new hires by 4.8 million positions, which is a 20-year high variance (Amanor-Boadu, 2022). The challenges the current labor market presents indicate a need for strategies that contribute to worker retention for the growing class of remote workers. Researchers and practitioners have recently begun focusing on the meaningfulness of work for remote workers (Byrd, 2022), which is particularly timely, as meaningful work has been demonstrated to be critical for worker satisfaction, production, and retention (Bromley

Negotiation strategies between automakers and suppliers in the US auto industry: A systematic review

Author: Kuo P. S.
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

The U.S. automotive industry is at a crossroads, grappling with the complexities of technological advancements, global competition, and the lingering effects of economic disruptions. The intricate negotiations between Original Equipment Manufacturers (OEMs) and their Tier-1 suppliers are central to the industry's stability and future growth. The traditional power dynamics, often favoring OEMs, have led to financial distress for suppliers, thereby impacting innovation, supply chain resilience, and, ultimately, consumer prices. This dissertation examined negotiation strategies that could enhance economic outcomes for both OEMs and suppliers in the U.S. auto industry. The study employed a systematic review of 16 peer-reviewed studies to explore the research question: What strategies can effectively enhance the economic outcomes of contract negotiations between U.S. automakers and Tier-1 suppliers? Utilizing game theory as a theoretical framework to analyze the strategic interplay between OEMs and suppliers, the review detailed vital themes and strategies that can lead to mutually beneficial outcomes. The research findings underscore the importance of adopting a cooperative and collaborative approach to negotiations, fostering trust, promoting information sharing, and embracing a win-win mindset. The evidence also showed that integrating advanced technologies and data analytics can enhance negotiation effectiveness by enabling informed decision-making and optimizing strategies. Additionally, the study findings highlight the need for a balanced approach to procurement performance measurements, ensuring that short-term cost-cutting measures do not compromise long-term organizational goals and supplier relationships. The recommendations include the need for OEMs and suppliers to adopt cooperative negotiation strategies, establish regular communication channels, invest in advanced technologies, and align procurement performance measurements with long-term goals. By implementing these recommendations, OEMs and suppliers can achieve sustainable partnerships, navigate industry challenges, and achieve the growth and resilience of the U.S. automotive sector.NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY Abstract Title of Dissertation: NEGOTIATION STRATEGIES BETWEEN OEMS AND SUPPLIERS IN THE U.S. AUTO INDUSTRY: A SYSTEMATIC REVIEW Peter ShirYang Kuo Doctor of Business Administration, 2024 The U.S. automotive industry is at a crossroads, grappling with the complexities of technological advancements, global competition, and the lingering effects of economic disruptions. The intricate negotiations between Original Equipment Manufacturers (OEMs) and their Tier-1 suppliers are central to the industry's stability and future growth. The traditional power dynamics, often favoring OEMs, have led to financial distress for suppliers, thereby impacting innovation, supply chain resilience, and, ultimately, consumer prices. This dissertation examined negotiation strategies that could enhance economic outcomes for both OEMs and suppliers in the U.S. auto industry. The study employed a systematic review of 16 peer-reviewed studies to explore the research NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY ii question: What strategies can effectively enhance the economic outcomes of contract negotiations between U.S. automakers and Tier-1 suppliers? Utilizing game theory as a theoretical framework to analyze the strategic interplay between OEMs and suppliers, the review detailed vital themes and strategies that can lead to mutually beneficial outcomes. The research findings underscore the importance of adopting a cooperative and collaborative approach to negotiations, fostering trust, promoting information sharing, and embracing a win-win mindset. The evidence also showed that integrating advanced technologies and data analytics can enhance negotiation effectiveness by enabling informed decision-making and optimizing strategies. Additionally, the study findings highlight the need for a balanced approach to procurement performance measurements, ensuring that short-term cost-cutting measures do not compromise long-term organizational goals and supplier relationships. The recommendations include the need for OEMs and suppliers to adopt cooperative negotiation strategies, establish regular communication channels, invest in advanced technologies, and align procurement performance measurements with long-term goals. By implementing these recommendations, OEMs and suppliers can achieve sustainable partnerships, navigate industry challenges, and achieve the growth and resilience of the U.S. automotive sector. Keywords: negotiation strategies, U.S. auto industry, OEMs, suppliers, game theory, Industry 4.0. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY iii NEGOTIATION STRATEGIES BETWEEN AUTOMAKERS AND SUPPLIERS IN THE US AUTO INDUSTRY: A SYSTEMATIC REVIEW By Peter ShirYang Kuo Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 © Copyright by Peter ShirYang Kuo 2024 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY iv Dedication To my father, David TienLai Kuo, who started teaching me English when I was three years old and dedicated his entire life to providing a better future for his family. To my mother, Pao Chu Chang, who provided me with unconditional love, inspiration through actions rather than words, and encouragement throughout her entire life, even until the last day of her life. To my lovely wife, Kazu Terao, who has been tremendously patient, understanding, and supportive during my pursuit of the DBA in the past three years. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY v Acknowledgments I sincerely thank my dissertation committee chairs, Professor Lisa Klein Pearo, Professor Mary Jo Anderson, and Professor Rick Milter. Professor Pearo's unwavering guidance and insightful feedback were instrumental in elevating this dissertation to its final form. Professor Anderson's valuable advice, support, inspiration, and foundational knowledge gained in her DBA 820 were essential to my DBA Journey. I am sincerely grateful to the faculty and staff who supported me throughout this program. Their expertise and encouragement fostered my research comprehension and skills, enabling me to complete this project. I particularly want to thank Professor Denise Breckon and Ms. Cynthia Thomes for their exceptional assistance with my research. I also sincerely appreciate the subject matter experts who generously shared their time and insights despite the demanding timeline. Their contributions were crucial in shaping this dissertation. Finally, I thank all my classmates and cohort members for their camaraderie and support. Their encouragement and shared experiences made this journey more enjoyable and fulfilling. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY vi Table of Contents ABSTRACT .............................................................................................................................................................. I DEDICATION ........................................................................................................................................................ IV ACKNOWLEDGMENTS ........................................................................................................................................... V TABLE OF CONTENTS ............................................................................................................................................ VI LIST OF TABLES ..................................................................................................................................................... X LIST OF FIGURES ................................................................................................................................................... XI LIST OF ABBREVIATIONS ..................................................................................................................................... XII CHAPTER 1: INTRODUCTION AND OVERVIEW OF THE MANAGEMENT PROBLEM .................................................. 1 General Business Practices of OEMs and Suppliers ................................................................................ 2 PROBLEM STATEMENT AND SIGNIFICANCE OF THE PROBLEM .................................................................................... 5 Disproportionate Negotiation Powers ................................................................................................... 6 Financial Distress .................................................................................................................................. 7 Significance of the Problem ................................................................................................................... 8 THE RESEARCH QUESTION ............................................................................................................................... 13 RATIONALE FOR THE STUDY ............................................................................................................................. 15 Economic Sustainability ....................................................................................................................... 15 Innovation and Competition ................................................................................................................ 16 Long-Term Relationships..................................................................................................................... 16 Macro Impact ...................................................................................................................................... 17 ORGANIZATION OF THE DISSERTATION ............................................................................................................... 17 CHAPTER 2: SCOPING LITERATURE REVIEW AND THEORETICAL FRAME ............................................................... 18 THE LITERATURE LANDSCAPE ........................................................................................................................... 18 Context ................................................................................................................................................ 18 Interventions ....................................................................................................................................... 23 Mechanism ......................................................................................................................................... 26 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY vii Outcomes ............................................................................................................................................ 29 KNOWLEDGE GAPS ....................................................................................................................................... 29 THEORETICAL FRAMEWORK ............................................................................................................................. 30 Cooperative Versus Non-Cooperative Games (Nash vs. Nash) ............................................................ 33 One-shot Game Versus Dynamic Games with Sequential Decision-Making ........................................ 34 Stackelberg Game – the Games for Market Leaders and Followers .................................................... 34 Bayesian Game – the Game to Handle Information Asymmetry ......................................................... 35 Mechanism Design Theory – the Buyer’s Ultimate Game .................................................................... 37 CHAPTER SUMMARY ..................................................................................................................................... 38 CHAPTER 3: METHODOLOGY............................................................................................................................... 41 THE EVIDENCE-BASED RESEARCH FRAMEWORK ................................................................................................... 41 SEARCH STRATEGY AND INCLUSION/EXCLUSION CRITERIA ...................................................................................... 42 Search Terms ....................................................................................................................................... 42 Inclusion and Exclusion Criteria ........................................................................................................... 43 Search Procedures ............................................................................................................................... 45 ARTICLE SELECTION ....................................................................................................................................... 46 DATA EXTRACTION ........................................................................................................................................ 47 CRITICAL APPRAISAL ...................................................................................................................................... 48 INCORPORATION OF SUBJECT MATTER EXPERT (SME) OPINIONS............................................................................ 51 Ensuring Methodological Rigor ............................................................................................................ 53 Balancing Quality and Inclusivity ......................................................................................................... 53 Evidence-Based Decision ...................................................................................................................... 53 CODING AND CERQUAL METHODOLOGIES ......................................................................................................... 54 CHAPTER SUMMARY ..................................................................................................................................... 56 CHAPTER 4: ANALYSIS AND FINDINGS.................................................................................................................. 59 DESCRIPTION OF THE DATASET ......................................................................................................................... 59 CODING PROCESS ......................................................................................................................................... 60 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY viii Codes Identified in the Dataset ............................................................................................................ 61 Theories and Frameworks Identified in the Articles ............................................................................. 62 Descriptions of the Codes and Categories ............................................................................................ 62 Category #1 - Negotiation Strategies................................................................................................... 65 Category #2 - Negotiation Context/Environment ................................................................................ 67 Category #3 - Technological Innovation .............................................................................................. 69 Category #4 - Negotiation Power Dynamics ........................................................................................ 71 Category #5 – Information and Communication in Negotiations ........................................................ 73 Category #6 – Negotiation Risks and Challenges ................................................................................. 75 Category #7 – Negotiation Outcomes .................................................................................................. 75 Category #8 – Negotiation Theories .................................................................................................... 81 THEMES AND FINDINGS.................................................................................................................................. 82 Theme 1: Cooperative strategy in negotiations between buyers and suppliers can achieve mutually beneficial outcomes .......................................................................................................................................... 83 Theme 2: Negotiation powers can be enhanced with innovative technologies, information accuracy, and market contexts ......................................................................................................................................... 91 Theme 3: Procurement performance measurements (PPM) can have detrimental impacts on supplier relationships, innovation, and supply chain resilience ....................................................................................... 99 CERQUAL ANALYSIS ................................................................................................................................... 101 CERQual - Theme 1: Cooperative strategy in negotiations ................................................................ 101 CERQual - Theme 2: Negotiation powers ........................................................................................... 102 CERQual - Theme 3: Procurement performance measurements (PPM) ............................................. 103 Subject Matter Expert Feedback ........................................................................................................ 104 CHAPTER SUMMARY ................................................................................................................................... 105 CHAPTER 5: IMPLICATIONS AND CONCLUSIONS ................................................................................................ 107 ANSWER TO THE RESEARCH QUESTION ............................................................................................................ 107 CONCEPTUAL MODEL .................................................................................................................................. 110 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY ix RECOMMENDATIONS AND IMPLICATIONS ......................................................................................................... 113 Recommendation #1: Companies Should Adopt Cooperative Negotiation Strategies. ..................... 113 Recommendation #2: Organizations Should Ensure Regular Open Communications. ...................... 114 Recommendation #3: Organizations Should Adopt Advanced Technologies. .................................... 114 Recommendation #4: Suppliers Should Ensure They Have an Alternative Reliable Customer Base. . 115 Recommendation #5: Buyers Should Ensure They Have an Alternative Reliable Supplier Base. ....... 116 Recommendation #6: Organizations Should Align Their PPM Strategies With Long-Term Organizational Goals. ...................................................................................................................................... 117 Recommendation #7: Managers Should Prepare for Negotiations Using a Preparation Tool. ......... 118 LIMITATIONS OF THE STUDY AND AREAS FOR FUTURE RESEARCH ........................................................................... 121 Limitations of the Study ..................................................................................................................... 121 Areas for Future Research .................................................................................................................. 122 CONCLUSION ............................................................................................................................................. 124 REFERENCES ...................................................................................................................................................... 127 APPENDIX A DATABASES SEARCHED .................................................................................................................. 154 APPENDIX B DATABASES INCLUDED IN UMGC ONESEARCH ON MAY 3RD, 2024 ................................................ 155 APPENDIX C PRISMA DIAGRAM ......................................................................................................................... 156 APPENDIX D DATA EXTRACTION ....................................................................................................................... 157 APPENDIX E CODEBOOK – CODES, CATEGORIES, AND THEMES ......................................................................... 161 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY x List of Tables Table 1 Automotive Suppliers Bankrupted since 2016 ................................................................ 10 Table 2 Articles with the JBI Rating ..................................................................................................... 55 Table 3 The Code and Category List ................................................................................................... 64 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY xi List of Figures Figure 1 PPI by Industry: Automotive Parts, Accessories ................................................................ 4 Figure 2 Margin Comparison ...............................................................

Patient Mortality: Examining the Relationship Between Workplace Civility, Psychological Safety, and Supervisor Responsiveness

Author: Seta Maria
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Patient safety is paramount to healthcare organizations. Medical errors still exist today, with one in twenty patients experiencing preventable harm. Additionally, 20% of sentinel events were associated with patient death and 44% with severe temporary harm. Eighty-eight percent of sentinel events occurred in hospital settings. Identifying the root cause of these preventable events is critical in developing impactful strategies. Grounded in Herzberg’s two factor theory and the Exit, Voice, Loyalty, Neglect model, the purpose of this quantitative correlational study is to examine the relationship between patient mortality and employees’ perceptions of civility, psychological safety, and supervisor responsiveness. Secondary data from the All Employee Survey and the Strategic Analytics for Improvement and Learning Value Model were analyzed using 90 medical centers over one year. The All Employee Survey sample consisted of 63,230 employees, including physicians and nurses. The results of the multiple linear regression indicated that supervisor responsiveness for nurses is statistically significant in predicting patient mortality rates, F (3, 86) = 2.997, p = .035. The implications for practice include enhancing leadership development programs, limiting spans of control, and using data-driven approach. The findings and recommendations from this study may assist health care leaders take actionable steps to enhance both employee satisfaction and patient care quality.PATIENT MORTALITY i ABSTRACT Title of Dissertation: PATIENT MORTALITY: EXAMINING THE RELATIONSHIP BETWEEN WORKPLACE CIVILITY, PSYCHOLOGICAL SAFETY, AND SUPERVISOR RESPONSIVENESS Maria Seta Doctor of Business Administration, 2024 Patient safety is paramount to healthcare organizations. Medical errors still exist today, with one in twenty patients experiencing preventable harm. Additionally, 20% of sentinel events were associated with patient death and 44% with severe temporary harm. Eighty-eight percent of sentinel events occurred in hospital settings. Identifying the root cause of these preventable events is critical in developing impactful strategies. Grounded in Herzberg’s two factor theory and the Exit, Voice, Loyalty, Neglect model, the purpose of this quantitative correlational study is to examine the relationship between patient mortality and employees’ perceptions of civility, psychological safety, and supervisor responsiveness. Secondary data from the All Employee Survey and the Strategic Analytics for Improvement and Learning Value Model were analyzed using 90 medical centers over one year. The All Employee Survey sample consisted of 63,230 employees, including physicians and nurses. The results of the multiple linear regression indicated that supervisor responsiveness for nurses is statistically significant in predicting patient mortality rates, F (3, 86) = 2.997, p = .035. The implications for practice include enhancing leadership development programs, limiting spans of control, and using data-driven approach. The findings and recommendations from this study may assist health care leaders take actionable steps to enhance both employee satisfaction and patient care quality. Keywords: leadership, civility, psychological safety, supervisor responsiveness, patient mortality, patient safety PATIENT MORTALITY ii PATIENT MORTALITY: EXAMINING THE RELATIONSHIP BETWEEN WORKPLACE CIVILITY, PSYCHOLOGICAL SAFETY, AND SUPERVISOR RESPONSIVENESS By Maria Seta Dissertation Committee: Dr. Raymond Marbury, Chair Dr. Rimi Zakaria, Committee Dr. Ray Muhammad, Committee Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 PATIENT MORTALITY iii Copyright by Maria Seta 2024 PATIENT MORTALITY iv DEDICATION I dedicate this study to my loving family, friends, and colleagues. Without their continuous support, I would not have completed this doctoral journey in three years. To my mother, Lynn Seta, Your faithfulness in Jesus Christ, unwavering love and support have been the foundation of all my achievements. Your confidence in me has inspired every step of this journey. Thank you for always having my back. To my children, Etellina, Fabrizia and Giuseppe, Your joy, understanding, and encouragement have been a constant source of light. You have made every challenge a little easier to bear, and this work is as much yours as it is mine. To my family and friends, Your belief in me has been instrumental throughout this journey. Your kindness and love has made the road so much more fun and hopeful. Lastly, and most important, I dedicate this to Jesus Christ who provides me day-to-day peace and continues to give me opportunities to learn and be more like Him. PATIENT MORTALITY v TABLE OF CONTENTS Abstract ........................................................................................................................................................ i Dedication .................................................................................................................................................. iv Table of Contents ........................................................................................................................................ v List of Tables ................................................................................................................................................ix List of Figures .............................................................................................................................................. x Chapter 1: Introduction to the Study ............................................................................................................ 1 Background ......................................................................................................................................... 2 Problem Statement .............................................................................................................................. 3 Purpose Statement .............................................................................................................................. 4 Methodology ....................................................................................................................................... 4 Research Question and Hypotheses .................................................................................................... 5 Application to Business ........................................................................................................................ 6 Assumptions, Limitations, and Delimitations ...................................................................................... 6 Assumptions ............................................................................................................................... 6 Limitations ............................................................................................................................... 7 Delimitations ............................................................................................................................. 7 Organization of the Dissertation ...................................................................................................... 8 Chapter 1 Summary ......................................................................................................................... 8 Chapter 2: Literature Review ........................................................................................................................ 9 Theoretical Lens: Herzberg’s Two-Factory Theory ............................................................................. 9 Current Research: Herzberg’s Two-Factory Theory .................................................................. 11 Summary of Herzberg’s Two-Factory Theory ......................................................................... 13 Theoretical Lens: Exit, Voice, Loyalty, Neglect (EVLN) ....................................................................... 14 PATIENT MORTALITY vi Current Research: EVLN Model .............................................................................................. 15 Summary of EVLN Model ........................................................................................................ 17 Alternative Theories ........................................................................................................................... 17 Maslow's Hierarchy of Needs Theory ..................................................................................... 18 Cognitive Evaluation Theory ................................................................................................... 18 Vroom's Expectancy Theory ................................................................................................... 18 Review of the Literature .................................................................................................................... 19 Civility .................................................................................................................................... 19 Psychological Safety ................................................................................................................ 20 Supervisor Responsiveness ..................................................................................................... 21 Conceptual Framework ...................................................................................................................... 22 Chapter 2 Summary ........................................................................................................................... 23 Chapter 3: Method and Design .................................................................................................................. 24 Statement of the Problem ................................................................................................................ 24 Research Question and Hypotheses ................................................................................................ 24 Research Method ............................................................................................................................. 25 Advantages Quantitative Research Methods ....................................................................... 26 Disadvantages Quantitative Research Methods ................................................................... 27 Research Design .................................................................................................................................. 27 Data Collection Instruments .................................................................................................................. 28 All Employee Survey.............................................................................................................. 28 Employee Perception of Civility ................................................................................... 29 Employee Perception of Psychological Safety ............................................................. 29 Employee Perception of Supervisor Responsiveness .................................................. 29 PATIENT MORTALITY vii Strategic Analytics for Improvement and Learning Value Model ......................................... 29 Acute care 30-day Standardized Mortality Ratio (SMR30). ......................................... 30 Population and Sampling ................................................................................................................. 30 Data Sets Reliability and Validity ..................................................................................................... 33 Data Analysis ................................................................................................................................... 35 Ethical Research ............................................................................................................................... 36 Chapter 3 Summary ......................................................................................................................... 37 Chapter 4: Data Analysis and Results.......................................................................................................... 39 Data Collection and Sample Description ......................................................................................... 40 Evaluation of Assumptions .............................................................................................................. 41 Linearity .................................................................................................................................. 41 Normality ................................................................................................................................ 43 Multicollinearity ....................................................................................................................... 45 Independence .......................................................................................................................... 46 Homoscedasticity ..................................................................................................................... 47 Heteroscedasticity ................................................................................................................... 49 Descriptive Data Analysis ................................................................................................................. 49 Inferential Statistics ......................................................................................................................... 52 Results .................................................................................................................................... 52 Regression Model Limitations .......................................................................................................... 55 Interpretation of Findings ................................................................................................................ 55 Chapter 4 Summary ........................................................................................................................... 56 Chapter 5: Conclusions and Implications .................................................................................................... 57 Summary of the Study ..................................................................................................................... 57 PATIENT MORTALITY viii Summary of Findings and Conclusion .............................................................................................. 58 Implications ..................................................................................................................................... 59 Theoretical Implications for Herzberg’s Two-Factor Theory ................................................... 60 Theoretical Implications for the EVLN Model .......................................................................... 60 Implications for Professional Practice ...................................................................................... 61 Recommendations ........................................................................................................................... 63 Recommendations for Future Research .................................................................................. 63 Recommendations for Practice ................................................................................................ 64 Concluding Remarks........................................................................................................................ 66 References ................................................................................................................................................. 68 PATIENT MORTALITY ix LIST OF TABLES Table 1: JSS Item fit to AES Item fit ............................................................................................... 35 Table 2: Shapiro Wilks Test ............................................................................................................ 44 Table 3: Coefficients (a) Physician ................................................................................................. 46 Table 4: Coefficients (a) Nurse ....................................................................................................... 46 Table 5: Model Summary (b) Physician .......................................................................................... 47 Table 6: Model Summary (b) Nurse ............................................................................................... 47 Table 7: Breusch-Pagan test Physician ........................................................................................... 49 Table 8: Breusch-Pagan test Nurse ................................................................................................ 49 Table 9: Descriptive Statistics Physician ........................................................................................ 51 Table 10: Descriptive Statistics Nurse ............................................................................................ 52 Table 11: Coefficients (a) Physician ............................................................................................... 53 Table 12: Model Summary (b) – Physician ..................................................................................... 53 Table 13: ANOVA (a) – Physician .................................................................................................... 54 Table 14: Coefficients (a) Nurse ..................................................................................................... 54 Table 15: Model Summary (b) Nurse ............................................................................................. 54 Table 16: ANOVA (a) – Nurse ......................................................................................................... 54 PATIENT MORTALITY x LIST OF FIGURES Figure 1: Conceptual Framework of Relationship Between Job Dissatisfaction, Neglect, and Patient Outcomes ...................................................................................................................................... 22 Figure 2: G* Power 80% Power Plot .............................................................................................. 33 Figure 3: Normal P-P Plot Physician ............................................................................................... 42 Figure 4: Normal P-P Plot Nurse .................................................................................................... 42 Figure 5: Scatterplot Physician ....................................................................................................... 43 Figure 6: Scatterplot Nurse ............................................................................................................ 43 Figure 7: Normality Q-Q Plot.......................................................................................................... 45 Figure 8: Histogram Physician ........................................................................................................ 48 Figure 9: Histogram Nurse ............................................................................................................. 48 1 CHAPTER 1: INRODUCTION TO THE STUDY Examining healthcare employees’ perceptions of their workplace may help healthcare administrators establish strategies to create a safer and more productive organization. Creating a civil, psychologically safe, and responsive workplace is essential for improving patient outcomes. Civility refers to social behaviors demonstrating mutual consideration and a reciprocal relationship of interpersonal value (Mammen et al., 2023; Osatuke et al., 2009). Psychological safety impacts employees’ ability to share ideas, seek feedback, ask for help, report errors, and learn from mistakes without fear of reprisal (Derickson et al., 2015; Gallo, 2023). Employees feel disrespected by a lack of supervisor responsiveness, which includes being able to discuss issues, support, and fair treatment (Augsberger et al., 2012). Healthcare administrators may not fully recognize how improving the employee experience through enhanced civility, psychological safety, and supervisor responsiveness can significantly reduce patient mortality rates. Patient safety is paramount to healthcare organizations. Healthcare leaders continuously work to decrease medical errors, increase safety, and promote patient trust. Medical errors still exist today, with one in 20 patients experiencing preventable harm (Panagioti et al., 2019). Additionally, the Joint Commission (2023) found that “20% of sentinel events were associated with patient death and 44% with severe temporary harm” (p. 2). A sentinel event is a “patient safety event that reaches a patient and results in death, permanent harm, or severe harm” (p. 3). Eighty-eight percent of sentinel events occurred in hospital settings (p. 5). Identifying the root cause of these preventable events is critical in developing impactful strategies. A lack of civility, psychological safety, and supervisor responsiveness in healthcare can impact patient safety (e.g., life-threatening errors, preventable complications, injury, or patient mortality; Laschinger, 2014; Maxfield & Grenny, 2017). According to Derickson et al. (2015), individuals who feel psychologically unsafe are less likely to report me

Beyond Technical Management: How Systems Engineering Can Improve Program and Contract Management Outcomes

Author: Marsico Matthew Skye
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Modern DOD acquisition programs complicate standard approaches to program management (PM) and contract management (CM) activities due to their size and complexity. Challenges exist between engineer-practitioners and program management, causing inefficiencies, misunderstandings, and cost overruns. Few sources address systems engineering (SE)'s application to PM and CM. This systematic review addresses the application of SE to PM and CM to bridge the gap and identify innovative solutions that address modern challenges within DOD acquisitions using Mintzberg’s 10 managerial roles as a theoretical lens. The research question is, “How can applying systems engineering principles to program and contract management activities impact overall program outcomes?” The findings include: utilizing SE empowers program and contract managers to make informed, rational, and measured decisions, enabling evidence-based management; the use of SE in PM processes reduces complexity and helps navigate ambiguity; program performance is positively tied to the integration of SE and PM processes; failures can be traced to lack of SE; early SE application to drive CM and PM processes helps mitigate early risks through integration, stakeholder engagement, impact oversight, and complexity management; failures and high risks are more prevalent among programs with high complexity, high SE & PM cost, and low TRLs; formal documented measurements and standards from SE can empower PMs to perform their job.SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 1 Beyond Technical Management: How Systems Engineering Can Improve Program and Contract Management Outcomes Dissertation submitted to the School of Business, University of Maryland Global Campus in partial fulfillment of the requirements for the degree of Doctor of Business Administration by Matthew Skye Marsico September 2024 Dissertation Committee: Dr. Mary Jo Anderson Dr. Lisa Pearo Dr. Raymond Marbury Date of Oral Defense: 09/09/2024 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 2 Abstract Modern DOD acquisition programs complicate standard approaches to program management (PM) and contract management (CM) activities due to their size and complexity. Challenges exist between engineer-practitioners and program management, causing inefficiencies, misunderstandings, and cost overruns. Few sources address systems engineering (SE)'s application to PM and CM. This systematic review addresses the application of SE to PM and CM to bridge the gap and identify innovative solutions that address modern challenges within DOD acquisitions using Mintzberg’s 10 managerial roles as a theoretical lens. The research question is, “How can applying systems engineering principles to program and contract management activities impact overall program outcomes?” The findings include: utilizing SE empowers program and contract managers to make informed, rational, and measured decisions, enabling evidence-based management; the use of SE in PM processes reduces complexity and helps navigate ambiguity; program performance is positively tied to the integration of SE and PM processes; failures can be traced to lack of SE; early SE application to drive CM and PM processes helps mitigate early risks through integration, stakeholder engagement, impact oversight, and complexity management; failures and high risks are more prevalent among programs with high complexity, high SE & PM cost, and low TRLs; formal documented measurements and standards from SE can empower PMs to perform their job. Keywords: systems engineering, contract, program management, managerial roles SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 3 © Copyright by Matthew Skye Marsico 2024 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 4 Preface The work produced in this dissertation was a challenging, thought-provoking effort that hopefully provides insight and actionable paths for program and contract managers who struggle with complexity and seek to improve their processes. My initial research goal of discerning whether value existed in application of systems engineering to program and contract management was met. I hope that this dissertation provides value to its readers as well. Matthew Skye Marsico Layton, UT, August 21, 2024 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 5 Dedication This dissertation is dedicated to my wife, Mandy, and my daughter, Juniper. Getting a doctorate, no matter how you spin it, is a somewhat selfish endeavor. This is especially true when you have a family whom you have to tear yourself away from to spend excessive amounts of time reading and writing. Knowing that there likely isn’t even a pay raise at the end of it all makes it even harder to justify. But no matter how many nights I spent awake or away from you both, how many holidays and trips I had to bring my laptop with me so I could work on my classes or dissertation, or how it may appear from the outside – everything I do, I do it for you two. SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 6 Acknowledgements Thank you to my chair, Dr. Mary Jo Anderson, as well as the co-chairs, Dr. Pearo and Dr. Marbury, who have all provided astute and valuable feedback throughout this process. I absolutely could not have done this without you three. The amount of expertise, skill, knowledge, and wisdom that you collectively have is humbling. I appreciate every moment of help, taking my dissertation from scattered thoughts to a contribution to literature and something valuable I can keep with me forever, something that will literally help guide my career for the next 30 years. Thank you also to the University of Maryland Global Campus (UMGC) library team for helping me acquire so much research after executing my search strings. The time you all saved me trying to find each full-text article was incredibly appreciated. A special thank you to my cohort who went through this journey with me. I know that when COVID hit full swing, people were looking for fulfilling activities, including expanding their education – honestly, I could have gotten stuck with a terrible group of individuals. But instead, I found myself grouped with some of the most interesting and capable people I have ever met, who all helped shape this dissertation with constant encouragement and feedback. To those who shared this journey, many graduating with me and some a semester or two behind, thank you. Last but not least, thank you to all my SMEs for viewing my research (in various stages of completion) and providing me really excellent feedback. Your expertise was absolutely critical in ensuring a quality product, and I appreciate you digesting over a hundred pages of my words with nothing but knowledge to gain out of it. SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 7 Table of Contents Abstract .................................................................................................................................. 2 Preface .................................................................................................................................... 4 Dedication ............................................................................................................................... 5 Acknowledgements .................................................................................................................... 6 List of Tables ...........................................................................................................................11 List of Figures ..........................................................................................................................13 List of Acronyms & Initialisms ...................................................................................................14 Chapter 1: Introduction and Overview..........................................................................................16 United States Government Accountability Office .......................................................................17 Acquisition Category (ACAT) I Weapon System .......................................................................19 Systems Thinking..................................................................................................................21 Program vs. Contract vs. Technical Management .......................................................................22 Program Phases .................................................................................................................23 Leadership Roles – The SE Technical Manager ......................................................................24 Problem Statement ................................................................................................................25 Purpose and Significance........................................................................................................26 Research Question .................................................................................................................28 Dissertation Organization .......................................................................................................29 Chapter 1 Summary ...............................................................................................................30 Chapter 2: Literature Review and Theoretical Framework ...............................................................31 Theoretical Framework ..........................................................................................................31 10 Managerial Roles ..........................................................................................................32 Scoping Literature Review......................................................................................................35 Literature Overview ...........................................................................................................35 Systems Engineering ..........................................................................................................36 Benefits of SE ...................................................................................................................38 SE Activities linked to Management .....................................................................................39 Challenges in Acquisition CM .............................................................................................40 Challenges in Acquisition PM..............................................................................................41 Conceptual Framework ..........................................................................................................42 Mintzberg’s Roles, Applied ....................................................................................................43 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 8 Role Mapping ...................................................................................................................44 Chapter 2 Summary ...............................................................................................................46 Chapter 3: Method ....................................................................................................................47 The Systematic Review ..........................................................................................................47 Internal and External Validity .................................................................................................49 Bias and Limitations ..............................................................................................................50 Search Methods ....................................................................................................................52 Selection ..............................................................................................................................55 Coding Process .....................................................................................................................56 Quality Appraisal ..................................................................................................................58 Chapter 3 Summary ...............................................................................................................59 Chapter 4: Results.....................................................................................................................60 Description of Final Data Set ..................................................................................................60 Coding Results......................................................................................................................63 Deriving Themes...................................................................................................................66 Theme 1: Failures are most prevalent on high-cost, complex, low technology readiness level (TRL) programs ..........................................................................................................................68 Theme 2: SE enables new ways of thinking, empowering informed, rational, evidence-based decisions ..........................................................................................................................69 Theme 3: SE provides the tools to identify and manage complexity and ambiguity ......................70 Theme 4: Stronger program performance is shown when SE is implemented on a program ...........70 Theme 5: SE processes can provide measurements, methodologies, and standards to support evidence-based management................................................................................................71 Theme 6: Earlier application of SE on a program shows stronger program outcomes by engaging stakeholders effectively ......................................................................................................72 CERQual Results ..................................................................................................................73 Findings..............................................................................................................................77 Finding 1: Utilizing SE empowers program and contract managers to make informed, rational, and measured decisions, enabling evidence-based management (high) .............................................78 Finding 2: The use of SE in PM processes reduces complexity and helps navigate ambiguity (high) ......................................................................................................................................82 Finding 3: Program performance is positively tied to the integration of SE and PM processes; failures can be traced to lack of SE (high) ..............................................................................86 Finding 4: Early SE application to drive CM and PM processes helps mitigate early risks through integration, stakeholder engagement, impact oversight, and complexity management (high) ..........90 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 9 Finding 5: Failures and high risks are more prevalent among programs with high complexity, high SE & PM cost, and low TRLs (moderate) ..............................................................................94 Finding 6: Formal documented measurements and standards from SE can empower PMs to perform their job (low) ...................................................................................................................97 Findings Revisited with Revised Conceptual Model ...................................................................98 Summary of Findings........................................................................................................... 100 Chapter 4 Summary ............................................................................................................. 102 Chapter 5: Implications, Recommendations, and Conclusion ......................................................... 103 Review of this Research ....................................................................................................... 103 Answer to the Research Question........................................................................................... 103 Leadership Implications ....................................................................................................... 104 Implication 1: SE enables enhanced decision-making ............................................................ 105 Implication 2: SE improves strategic and operational alignment .............................................. 106 Implication 3: SE increases trust and collaboration among stakeholders ................................... 107 Implication 4: SE enables accelerated learning and better knowledge management .................... 108 Implication 5: SE improves coordination and role-based accountability.................................... 109 Implication 6: SE provides strategic agility through AoAs and trade-off decisions ..................... 109 Implication 7: Early SE helps manage critical program factors for success ................................ 111 Implication 8: SE facilitates technical and managerial information exchange............................. 112 Recommendations ............................................................................................................... 112 Recommendation 1: Integrate SE with PM and CM practices and develop a decision-making, evidence-based framework for planning .............................................................................. 113 Recommendation 2: Prioritize investment in SE training and development for managers ............ 116 Recommendation 3: Encourage collaboration among PM, CM, and SE teams to reduce information asymmetry and promote shared decision-making through active engagement opportunities ......... 117 Recommendation 4: Train managers on and utilize SE tools for knowledge management throughout the program lifecycle........................................................................................................ 119 Recommendation 5: Engage SE teams early in the planning and requirements definition phases of programs and contracts ..................................................................................................... 120 Recommendation 6: Prioritize the integration of SE practices that facilitate information exchange between technical and managerial domains .......................................................................... 122 Limitations and Future Research............................................................................................ 123 Bias.................................................................................................................................. 126 Subject Matter Expert Review ............................................................................................... 126 Final Conclusions................................................................................................................ 127 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 10 References ............................................................................................................................. 129 Appendix A ........................................................................................................................... 155 Appendix B ........................................................................................................................... 160 Appendix C ........................................................................................................................... 210 SYSTEMS ENGINEERING IN PROGRAM AND CONTRACT MANAGEMENT 11 List of Tables Table 1...................................................................................................................................29 Table 2...................................................................................................................................52 Table 3...................................................................................................................................53 Table 4...................................................................................................................................54 Table 5...................................................................................................................................61 Table 6...................................................................................................................................63 Table 7...................................................................................................................................75 Table 8...................................................................................................................................98 Table A1 ............................................................................................................................... 155 Table B1 ............................................................................................................................... 160 Table B2 ............................................................................................................................... 160 Table B3 ............................................................................................................................... 161 Table B4 ............................................................................................................................... 162 Table B5 ...................................

Neurodiverse Workforce: The Invisible Diversity - Supporting the Inclusion of Neurodivergent Individuals in the Workplace

Author: Wilkes Danaeka L.
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Today, diversity and inclusion management in the workplace is essential to ensuring a business's competitiveness and effectiveness. In fact, it is crucial for any organization, whether by gender, ethnicity, or experience, to have a diverse workforce because it brings fresh perspectives and ideas. However, when attempting to incorporate strategies that promote diversity and inclusion, many organizations mistakenly focus solely on traditionally marginalized populations defined by gender, race, sexual orientation, or physical disability. Moreover, while many organizations have made significant efforts to promote diversity, equity, and inclusion, neurodiversity programs still lag behind those that address race, gender, and sexuality. This dissertation examines the integration of neurodiversity in workplace diversity and inclusion programs. This study aims to bridge this gap by identifying and assessing the efficacy of management strategies that foster inclusivity for neurodiverse employees, thereby enhancing organizational effectiveness. This study employs a systematic review approach, focusing on scholarly papers and published research to gather insights from HR professionals, neurodiverse employees, and organizational leaders. The expected contribution of this research is twofold: first, it will offer practical, evidence-based strategies for businesses to integrate neurodiverse employees, enriching their workforce diversity effectively. Second, it will enhance the theoretical understanding of diversity and inclusion in business administration, particularly regarding the untapped potential of neurodiverse individuals. Finally, this study will provide valuable recommendations for business leaders, contributing to more inclusive and effective organizational practices and ultimately advancing the field of business administration by highlighting the importance of neurodiversity in workplace diversity and inclusion strategies.The Invisible Diversity: Supporting the Inclusion of Neurodivergent Individuals Abstract Title of Dissertation: NEURODIVERSE WORKFORCE: THE INVISIBLE DIVERSITY- SUPPORTING THE INCLUSION OF NEURODIVERGENT INDIVIDUALS IN THE WORKPLACE Danaeka L. Wilkes Doctor of Business Administration, 2024 Today, diversity and inclusion management in the workplace is essential to ensuring a business's competitiveness and effectiveness. In fact, it is crucial for any organization, whether by gender, ethnicity, or experience, to have a diverse workforce because it brings fresh perspectives and ideas. However, when attempting to incorporate strategies that promote diversity and inclusion, many organizations mistakenly focus solely on traditionally marginalized populations defined by gender, race, sexual orientation, or physical disability. Moreover, while many organizations have made significant efforts to promote diversity, equity, and inclusion, neurodiversity programs still lag behind those that address race, gender, and sexuality. This dissertation examines the integration of neurodiversity in workplace diversity and inclusion programs. This study aims to bridge this gap by identifying and assessing the efficacy of management strategies Supporting the Inclusion of Neurodivergent Individuals ii that foster inclusivity for neurodiverse employees, thereby enhancing organizational effectiveness. This study employs a systematic review approach, focusing on scholarly papers and published research to gather insights from HR professionals, neurodiverse employees, and organizational leaders. The expected contribution of this research is twofold: first, it will offer practical, evidence-based strategies for businesses to integrate neurodiverse employees, enriching their workforce diversity effectively. Second, it will enhance the theoretical understanding of diversity and inclusion in business administration, particularly regarding the untapped potential of neurodiverse individuals. Finally, this study will provide valuable recommendations for business leaders, contributing to more inclusive and effective organizational practices and ultimately advancing the field of business administration by highlighting the importance of neurodiversity in workplace diversity and inclusion strategies. Keywords: Neurodivergent, Neurominorities, Diversity, Inclusion, Support, Organizational Culture, Equity Supporting the Inclusion of Neurodivergent Individuals iii NEURODIVERSE WORKFORCE: THE INVISIBLE DIVERSITY- SUPPORTING THE INCLUSION OF NEURODIVERGENT INDIVIDUALS IN THE WORKPLACE by Danaeka L. Wilkes Dr. Monica Sava, Chair Dr. Jan Tucker, Committee Dr. Brandon Schweiter, Committee Oral Defense: June 8, 2024 Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 Supporting the Inclusion of Neurodivergent Individuals iv © Copyright by Danaeka L. Wilkes 2024 Supporting the Inclusion of Neurodivergent Individuals v Dedication This study is dedicated to all the neurominorities that strive to feel seen and heard in the world. Thank you for paving the way for others with unique talents and abilities. Keep being your authentic selves. I also dedicate this to my parents, Deborah and David Spear, thank you for teaching me that dreams are achievable and never allowing me to stop dreaming. Supporting the Inclusion of Neurodivergent Individuals vi Acknowledgments First and foremost, I thank God for providing me with the opportunity and support system to achieve my dream. It is through His grace, blessing, mercy, and love that I was able to make it this far. God knows my heart, my mind, and my dreams and has provided me with the strength, support, and fortitude to make it to the finish line. And for this and more, I am eternally grateful. Thank you to my ancestors, who have paved the way for me and whose footsteps have guided me along my path. Thank you to my late father, David Spear, who always taught me that education was the key to success. Thank you, Daddy, for supporting me and pushing me to do my best. Promise fulfilled! To my late big momma, Linnie B. Spear, and grannie, Theollis Elease Ball, thank you for watching over me and setting the stage for my success. To all my heavenly angels who watch over me, thank you for protecting and loving me. To my loving and incredible husband, Rashik, thank you for pushing me to do my best. Thank you for always being there to get me over the hump. Your positive outlook and wise words helped me make it to the end. Most of all, thank you for loving me and praying for me when I couldn’t pray for myself. Thank you for always encouraging me and bringing me true joy. To my mom, Deborah Spear, thank you for being there for me and always saying what I needed to hear when I needed to listen. Throughout my life, you and Daddy have supported me through every academic journey and challenge. You have motivated me and given me the guidance I needed. You have prayed for me when I refused to do it for myself. You have loved me at my best and my worst. You are my role model and the best mother in the world. Supporting the Inclusion of Neurodivergent Individuals vii To my brothers, DeAnthony and Derrick, thank you for being you and allowing me to be unapologetically me. To my favorite auntie, Linda, thank you for being part of my support system. You have always been there for me, my second mom. You helped me through my pain and saw me smile again. Thank you for making me laugh and reminding me of my promise to put that title before my name. To my favorite cousins, Kellie, Jackie, Michael, and Jason, thank you for your love, prayers, support, and encouragement during this process. Your presence in my life is an immense blessing. To my friend and mentor, Tameka Owens, thank you for inspiring me to pursue this degree. Thank you for awakening my dormant dream and allowing me to be the authentic me. To my Doctor of Business Administration program mentors, Dr. Monica Sava, Dr. Tracey Holiday, and Dr. Jan Tucker, thank you for sharing your expertise, feedback, helpful recommendations, suggestions, and time throughout my dissertation process. To my cohort members, thank you for the endless advice, the long and helpful conversations, the support, and the laughs. Especially David Dopico and Aj Nwoga, who motivated, challenged, and supported me through the whole dissertation process…. we did it! To my subject matter experts, Dr. Carlos Worthy, Dr. Tameka Owens, Nicola Kennedy, Dr. Douglas Swanson, Jason Spear, and Shelia Kopczynski, thank you for your encouragement and the valuable insight you provided to help me achieve my ultimate goal. To my friends, extended family, and personal advisors, thank you for your listening ears, support, and encouragement throughout this journey. Supporting the Inclusion of Neurodivergent Individuals viii Supporting the Inclusion of Neurodivergent Individuals ix Table of Contents Abstract --------------------------------------------------------------------------------------------------------- i NEURODIVERSE WORKFORCE: THE INVISIBLE DIVERSITY- SUPPORTING THE INCLUSION OF NEURODIVERGENT INDIVIDUALS IN THE WORKPLACE -------------- iii Dedication ----------------------------------------------------------------------------------------------------- v Acknowledgments ------------------------------------------------------------------------------------------- vi Table of Contents -------------------------------------------------------------------------------------------- ix List of Tables ----------------------------------------------------------------------------------------------- xiii List of Abbreviations --------------------------------------------------------------------------------------- xv Chapter 1: Introduction and Overview of the Management Problem ---------------------------------- 1 Background ------------------------------------------------------------------------------------------------- 3 Understanding Neurodiversity ------------------------------------------------------------------------ 6 Perceptions Toward Neurodivergent Groups ----------------------------------------------------- 11 Current Status of Neurodiversity in the Workplace ---------------------------------------------- 14 Benefits of Neurodiversity in the Workplace ----------------------------------------------------- 16 Problem Statement and Significance of Problem ---------------------------------------------------- 18 Purpose of the Study and Research Question -------------------------------------------------------- 21 Rationale for the Study or Significance of the Study ----------------------------------------------- 24 Discussion of Concepts and Themes ------------------------------------------------------------------ 25 Definitions and Terminology--------------------------------------------------------------------------- 26 Chapter Summary ---------------------------------------------------------------------------------------- 28 Organization of the Dissertation -------------------------------------------------------------------------- 28 Chapter 2: Scoping Literature Review and Theoretical Framework --------------------------------- 29 Theoretical Framework --------------------------------------------------------------------------------- 30 Organizational Culture Theory---------------------------------------------------------------------- 30 Application of Theory -------------------------------------------------------------------------------- 33 Organizational Culture and Neurodiversity ------------------------------------------------------- 36 Neurodiversity as a Management Problem ----------------------------------------------------------- 37 Definition and Scope of Neurodiversity ----------------------------------------------------------- 39 Barriers to Neurodiversity ------------------------------------------------------------------------------ 41 Organizational Inclusion and Culture ----------------------------------------------------------------- 44 Conceptual Framework of Management Problem --------------------------------------------------- 45 Chapter Summary ---------------------------------------------------------------------------------------- 47 Chapter 3: Research Methodology ----------------------------------------------------------------------- 49 The Evidence-Based Research Framework ---------------------------------------------------------- 50 Systematic Reviews ---------------------------------------------------------------------------------- 52 Supporting the Inclusion of Neurodivergent Individuals x Systematic Review Process-------------------------------------------------------------------------- 56 Subject Matter Experts (SME) ------------------------------------------------------------------------- 66 Chapter Summary ---------------------------------------------------------------------------------------- 68 Chapter 4: Analysis and Findings ------------------------------------------------------------------------ 69 Research Question --------------------------------------------------------------------------------------- 70 Methodology --------------------------------------------------------------------------------------------- 70 Subject Matter Experts ---------------------------------------------------------------------------------- 71 Search Strategy ------------------------------------------------------------------------------------------- 77 Search String --------------------------------------------------------------------------------------------- 78 Inclusion and Exclusion Criteria ----------------------------------------------------------------------- 78 Screening-------------------------------------------------------------------------------------------------- 78 Quality Appraisal ---------------------------------------------------------------------------------------- 79 PRISMA -------------------------------------------------------------------------------------------------- 81 Summary of Source Characteristics ------------------------------------------------------------------- 84 Source Analysis ------------------------------------------------------------------------------------------ 88 First Coding Cycle ------------------------------------------------------------------------------------ 88 Second Coding Cycle -------------------------------------------------------------------------------- 89 Third Coding Cycle----------------------------------------------------------------------------------- 90 Forth Coding Cycle ----------------------------------------------------------------------------------- 92 Findings --------------------------------------------------------------------------------------------------- 93 Finding 1: Organizational inclusion strategies mitigate workplace barriers for neurodivergent employees. -------------------------------------------------------------------------- 95 Finding 2: Cultural management activities reduce counterproductive behaviors within organizations. ------------------------------------------------------------------------------------------ 98 Finding 3: Neurodivergent employees benefit from professional development and support activities. ---------------------------------------------------------------------------------------------- 102 Summary of Findings ---------------------------------------------------------------------------------- 105 CERQual Appraisal ------------------------------------------------------------------------------------ 106 CERQual for Finding #1 ---------------------------------------------------------------------------- 108 CERQual for Finding #2 ---------------------------------------------------------------------------- 110 CERQual for Finding #3 ---------------------------------------------------------------------------- 111 New Conceptual Model -------------------------------------------------------------------------------- 114 Chapter Summary --------------------------------------------------------------------------------------- 117 Chapter 5: Conclusions and Implications--------------------------------------------------------------- 118 Review of the Research -------------------------------------------------------------------------------- 118 Answer to the Research Question -------------------------------------------------------------------- 119 Supporting the Inclusion of Neurodivergent Individuals xi Management Recommendations ---------------------------------------------------------------------- 120 Recommendation 1 ---------------------------------------------------------------------------------- 121 Recommendation 2 ---------------------------------------------------------------------------------- 126 Recommendation 3 ---------------------------------------------------------------------------------- 128 Recommendation 4 ---------------------------------------------------------------------------------- 132 Contributions to Scholarship and Practice----------------------------------------------------------- 133 Limitations ----------------------------------------------------------------------------------------------- 135 Ethical Considerations --------------------------------------------------------------------------------- 137 References -------------------------------------------------------------------------------------------------- 142 Appendix A ------------------------------------------------------------------------------------------------- 168 Professional Biography -------------------------------------------------------------------------------- 168 Appendix B ------------------------------------------------------------------------------------------------- 169 Databases Included in OneSearch Aggregator ------------------------------------------------------ 169 Appendix C ------------------------------------------------------------------------------------------------- 170 Sample SME Letter Solicitation and Feedback Form---------------------------------------------- 170 Appendix D ------------------------------------------------------------------------------------------------- 172 Data Extraction Chart ---------------------------------------------------------------------------------- 172 Appendix E ------------------------------------------------------------------------------------------------- 199 Sample TAPUPAS Scoring Sheet -------------------------------------------------------------------- 199 Appendix F ------------------------------------------------------------------------------------------------- 200 TAPUPAS Scores by Study --------------------------------------------------------------------------- 200 Appendix G ------------------------------------------------------------------------------------------------- 237 Round One Coding Results ---------------------------------------------------------------------------- 237 Appendix H ------------------------------------------------------------------------------------------------- 238 Sample Internal Communications Plan -------------------------------------------------------------- 238 Appendix I -------------------------------------------------------------------------------------------------- 239 Proposed Training Action Plan ----------------------------------------------------------------------- 239 Appendix J -------------------------------------------------------------------------------------------------- 240 Proposed Supervisor Training Content -------------------------------------------------------------- 240 Appendix K ------------------------------------------------------------------------------------------------- 241 Proposed Employee Training Content --------------------------------------------------------------- 241 Supporting the Inclusion of Neurodivergent Individuals xii Supporting the Inclusion of Neurodivergent Individuals xiii List of Tables Table 1 Catalog of Neurodivergent Conditions ............................................................................ 8 Table 2 CIMO Logic Management Question .............................................................................. 23 Table 3 Search Strings Used to Conduct Literature Review ....................................................... 59 Table 4 Sample Data Chart Extraction Heading Section ............................................................ 63 Table 5 Initial List of Subject Matter Experts ............................................................................. 67 Table 6 Final List of Subject Matter Experts .............................................................................. 71 Table 7 Summary of SME Feedback .......................................................................................... 73 Table 8 Characteristics and Statistics of the Studies ................................................................... 85 Table 9 Initial Results from Deductive Coding .......................................................................... 89 Table 10 Categories and Code Descriptions ............................................................................... 91 Table 11 Codes, Categories, and Themes Summary ................................................................... 92 Table 12 Article Reference Table ............................................................................................... 94 Table 13 Components of the CERQual Assessment ................................................................. 106 Table 14 Definitions of CERQual Assessment Method Confidence Levels ............................ 107 Table 15 CERQual for Finding #1 ............................................................................................ 109

Enhancing Retail Customer Engagement Through AI-Powered Personalization: a Systematic Review

Author: Nair Anoop Gopakumaran
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Retailers lately have started adopting personalized customer outreach strategies as customers grew largely indifferent to traditional generalized marketing tactics. But the adoption of extreme personalization was often hindered by their inability to collect, process, and derive insights from massive volumes of historical and real-time data. So, retailers employed systems and processes enabled with artificial intelligence (AI) to do the heavy lifting to facilitate personalization that may eventually encourage customers to engage more with the retailers. Therefore, this research focused on determining the factors mediating retailers’ utilization of AI-powered personalization to enhance customer engagement. The study utilized Unified Theory of Acceptance and Use of Technology (UTAUT) as the theoretical lens and employed a systematic review methodology. A thematic analysis of twenty-eight high quality empirical studies published in peer-reviewed journals was conducted to derive the key findings. Two tangible factors such as transactional effectiveness and ease of shopping and two intangible factors such as favorable customer disposition and customers’ social influence mediated retailers’ AI-powered personalized strategies to attract and engage more customers. Based on the research findings, the dissertation discussed key implications for management and academia and provided actionable recommendations for retail leadership. The paper also shed light on areas of future research in retailers’ use of artificial intelligence for customer engagement.AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT i Abstract Title of Dissertation: ENHANCING RETAIL CUSTOMER ENGAGEMENT THROUGH AI-POWERED PERSONALIZATION: A SYSTEMATIC REVIEW Anoop Gopakumaran Nair Doctor of Business Administration, 2024 Retailers lately have started adopting personalized customer outreach strategies as customers grew largely indifferent to traditional generalized marketing tactics. But the adoption of extreme personalization was often hindered by their inability to collect, process, and derive insights from massive volumes of historical and real-time data. So, retailers employed systems and processes enabled with artificial intelligence (AI) to do the heavy lifting to facilitate personalization that may eventually encourage customers to engage more with the retailers. Therefore, this research focused on determining the factors mediating retailers’ utilization of AI-powered personalization to enhance customer engagement. The study utilized Unified Theory of Acceptance and Use of Technology (UTAUT) as the theoretical lens and employed a systematic review methodology. A thematic analysis of twenty-eight high quality empirical studies published in peer-reviewed journals was conducted to derive the key findings. Two tangible factors such as transactional effectiveness and ease of shopping and two intangible factors such as favorable customer disposition and customers’ social influence mediated retailers’ AI-powered personalized strategies to attract and engage more customers. Based on the research findings, the dissertation discussed key implications for management and academia and provided actionable recommendations for retail leadership. The paper also shed light on areas of future research in retailers’ use of artificial intelligence for customer engagement. AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT ii Keywords: Artificial Intelligence (AI), Customer Disposition, Customer Engagement, Ease of Shopping, Personalization, Retail, Social Influence, Transactional Effectiveness AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT iii ENHANCING RETAIL CUSTOMER ENGAGEMENT THROUGH AI-POWERED PERSONALIZATION: A SYSTEMATIC REVIEW By Anoop Gopakumaran Nair Dr. Monica Sava, Chair Dr. Jan Tucker, Committee Dr. Brandon Schweitzer, Committee Oral defense: June 8, 2024 Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT iv © Copyright by Anoop Gopakumaran Nair 2024 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT v Dedication To my M&m AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT vi Acknowledgements If, with profound satisfaction, I could present this piece of research work in its present form, I owe a great deal to several of those who have showered unstinted support on me though out my doctoral journey. I am convinced that my efforts would not have fructified without the care and support I enjoyed from my wife - Jaya, daughters - Mayukha and Mahima, dad - Gopakumaran Nair, and mom - Sreedevi Amma. I know, jotting customary thanks is not enough for the sacrifices they have made to support me to finish my doctoral work. I sincerely thank them from the bottom of my heart for their relentless support and encouragement. Thanks are also due to my sister - Parvathy, Achai, Suseelamma, Kannan, Lekshmi, Vinod and my nephews and niece for all their timely help and well wishes during my research. I was very much fortunate to have the guidance of Dr. Monica Sava as my primary dissertation adviser, and Dr. Jan Tucker and Dr. Brandon Schweitzer as my dissertation advisory committee members. I thank my research advisers for their probing questions, thoughtful comments, and support throughout my research. I also take this opportunity to thank the UMGC librarian Ms. Cynthia Thomes for her assistance at various stages of my literature review. I had the special privilege to enjoy the voluntary help and guidance from subject matter experts – Tracy C, Erika P, Kate Q, Brian B, and Taylor W. I acknowledge with sincere thanks, the remarkable help and cooperation extended by them. I also thank my cohort comprising Anthony, AJ, Danaeka, Benita, Clarissa, Steve, Dega, Arlene, and David for their encouragement and assuring support during doctoral research. AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT vii Table of Contents Abstract ................................ ................................ ................................ ................................ ............ i ENHANCING RETAIL CUSTOMER ENGAGEMENT THROUGH AI-POWERED PERSONALIZATION: A SYSTEMATIC REVIEW ................................ ................................ .... iii Dedication ................................ ................................ ................................ ................................ ....... v Acknowledgements ................................ ................................ ................................ ........................ vi Table of Contents ................................ ................................ ................................ .......................... vii List of Tables ................................ ................................ ................................ ................................ ... x List of Figures ................................ ................................ ................................ ................................ xi Chapter 1: Introduction and Overview of the Management Problem ................................ ............. 1 Background and Overview ................................ ................................ ................................ .......... 1 Problem Statement and Significance of the Problem ................................ ................................ .. 3 Purpose of the Study and The Research Question ................................ ................................ ...... 4 Research Purpose ................................ ................................ ................................ ..................... 4 Research Question ................................ ................................ ................................ ................... 4 Rationale for the Study ................................ ................................ ................................ ................ 5 Discussion of Concepts and/or Themes ................................ ................................ ...................... 6 Definitions and Terminology................................ ................................ ................................ ....... 7 Chapter Summary ................................ ................................ ................................ ........................ 9 Organization of the Dissertation ................................ ................................ ................................ . 9 Chapter 2: Scoping Literature Review and Theoretical Frame ................................ ..................... 11 Theoretical Framework ................................ ................................ ................................ ............. 12 Unified Theory of Acceptance and Use of Technology (UTAUT) ................................ ........ 12 The Literature Landscape ................................ ................................ ................................ .......... 17 Technology Adoption in Retail Organizations ................................ ................................ ...... 17 Retail Personalization ................................ ................................ ................................ ............ 19 Application of AI in Retail Personalization ................................ ................................ ........... 20 Retail Customer Engagement ................................ ................................ ................................ 21 Conceptual Framework ................................ ................................ ................................ ............. 21 Chapter Summary ................................ ................................ ................................ ...................... 23 Chapter 3: Method ................................ ................................ ................................ ........................ 25 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT viii Review Design and Methodology ................................ ................................ ............................. 25 The Evidence-Based Research Framework ................................ ................................ ........... 25 Systematic Reviews ................................ ................................ ................................ ............... 26 Systematic Review Process ................................ ................................ ................................ ... 27 Subject Matter Experts ................................ ................................ ................................ .............. 38 Chapter Summary ................................ ................................ ................................ ...................... 39 Chapter 4: Analysis and Findings ................................ ................................ ................................ . 41 Review of the Research Question ................................ ................................ ............................. 41 Search Process ................................ ................................ ................................ ....................... 41 Description of the Dataset ................................ ................................ ................................ ......... 42 Critical Appraisal of Articles ................................ ................................ ................................ ..... 42 PRISMA ................................ ................................ ................................ ................................ .... 45 Description of the Analytical Process ................................ ................................ ....................... 46 Findings ................................ ................................ ................................ ................................ ..... 58 Finding#1: ................................ ................................ ................................ .............................. 59 Finding#2: ................................ ................................ ................................ .............................. 60 Finding#3: ................................ ................................ ................................ .............................. 61 Finding#4: ................................ ................................ ................................ .............................. 62 Grade-CERQual Assessment................................ ................................ ................................ ..... 63 Discussion of Findings ................................ ................................ ................................ .............. 67 Revised Conceptual Model ................................ ................................ ................................ ....... 70 Chapter Summary ................................ ................................ ................................ ...................... 71 Chapter 5: Conclusions and Implications ................................ ................................ ..................... 72 Summary of the Research ................................ ................................ ................................ ......... 72 Answer to the Research Question ................................ ................................ ............................. 72 Summary of Finding 1: ................................ ................................ ................................ .......... 73 Summary of Finding 2: ................................ ................................ ................................ .......... 74 Summary of Finding 3: ................................ ................................ ................................ .......... 75 Summary of Finding 4: ................................ ................................ ................................ .......... 76 Recommendations for Management................................ ................................ .......................... 77 Contribution to Scholarship and Academia ................................ ................................ ............... 78 Limitations of the Study ................................ ................................ ................................ ............ 79 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT ix Areas for Future Research ................................ ................................ ................................ ......... 81 Final Summary and Conclusion ................................ ................................ ................................ 81 Appendix ................................ ................................ ................................ ................................ ...... 115 Article Quality Appraisal Using TAPUPAS ................................ ................................ ............. 115 Coding for Thematic Analysis ................................ ................................ ................................ . 120 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT x List of Tables Table 1. CIMO Framework to Generate the Research Question ................................ ................................ .. 5 Table 2. Databases Used in the Search Process ................................ ................................ .......................... 31 Table 3. TAPUPAS Criteria and Explanation ................................ ................................ ............................. 34 Table 4. TAPUPAS Scoring Criteria ................................ ................................ ................................ .......... 35 Table 5. Critical Appraisal (TAPUPAS) Scores of Selected Articles ................................ ......................... 43 Table 6. List of Codes and Source Articles ................................ ................................ ................................ 47 Table 7. List of Themes, Categories and Codes ................................ ................................ ......................... 53 Table 8. List of Selected Articles and Themes Supported by each Article ................................ ................. 57 Table 9. Components of CERQual Approach ................................ ................................ ............................. 63 Table 10. Descriptions of Confidence Level in a Review Finding in CERQual Approach ........................ 64 Table 11. CERQual Evaluation of the Study Findings ................................ ................................ ............... 66 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT xi List of Figures Figure 1. Unified Theory of Acceptance and Use of Technology (UTAUT) – Theoretical Framework ..... 13 Figure 2. Technology Acceptance Model ................................ ................................ ................................ ... 15 Figure 3. Conceptual Model of AI-driven Retail Strategies Enhancing Customer Engagement ............... 23 Figure 4. Steps in the Systematic Literature Review Process ................................ ................................ .... 28 Figure 5. Publication Trend on the Use of AI in Retail Personalization ................................ .................... 30 Figure 6. Sample PRISMA Diagram ................................ ................................ ................................ .......... 33 Figure 7. PRISMA Diagram of the Study ................................ ................................ ................................ .. 46 Figure 8. Revised Conceptual Model ................................ ................................ ................................ ......... 71 AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT 1 Chapter 1: Introduction and Overview of the Management Problem The retail industry, just like any other industry, has continuously evolved over the past 200+ years. Until the late 20th century, retailers largely depended on mass-marketing methods such as advertising through television and print media to reach broad audiences, and limited communications with their customers via in-store interactions, phone calls, and/or direct mail. Before technological advancements of the new millennium, collection of customer data was cumbersome, data access was limited, and resources to analyze the customer data quickly and effectively were at a premium (Aguirre et al., 2015). As a result, the traditional approaches were less targeted and gave little consideration to specific customer preferences. More recently, the ever-increasing consumer expectations and retailers’ need to differentiate themselves from their competition and improve their customers’ shopping experiences have pushed retailers to modify their customer-facing business strategies from a generalized one to a more personalized one (Inman & Nikolova, 2017). Retailers powered by recent technological developments such as machine learning (ML) and artificial intelligence (AI) could generate data-driven decisions and proactively offer highly personalized products and services. Therefore, the purpose of this study is to determine the factors that influence AI-enabled personalized retail business strategies to enhance retailers’ customer engagement. Background and Overview Personalization in retail refers to the practice of customizing products, services, marketing, and shopping experiences to each customer's unique preferences, needs, and behaviors (Vesanen, 2007). Personalization evolved at a different pace in different retail sectors. Personalization in food retailing existed for decades in the form of loyalty programs and targeted marketing. Different stores of the same supermarket chains may have different product AI-POWERED PERSONALIZATION FOR RETAIL CUSTOMER ENGAGEMENT 2 assortments based on the preferences of shoppers living around a particular store. Retailers send out product catalogs that listed select products, items on sale, and new products to different customer groups in different locations based on their perceived preferences. Retailers also email their loyalty program customers with various offers on products they buy often. Restaurants offer customized menus such as vegan and gluten-free for customers with dietary restrictions. Personalization in fashion/ apparel retail, and electronics became popular as early as the 2000s with the rise of online retailers like Amazon and eBay. Online apparel retailers offer personalized sections for men, women, kids, and baby and for special occasions like maternity. Personalization by apparel retailers also offers different sizes, fabric types, brands etc., in addition to price customization. But personalization percolated to health and wellness, automotive, and home improvement only towards the end of the 2010s. Personalized healthcare involves personalized telemedicine care, unique needs with concierge services, and biometric apps that provide personal tracking and recommendations. Conventional personalization, to a large extent, was able to improve the customer experience, and as a result, enhanced customer loyalty, and ultimately increased sales by presenting products and services that appeal to customer groups’ preferences (Pantano et al., 2018). However conventional personalization involved a certain degree of abstraction as it was often based on predefined broad customer segments. The assumption of homogenization within the customer segments in conventional segment-based personalization also resulted in a lack of individualization (Inman & Nikolova, 2017). Non-availability and/or inaccessibilit

DE&I Frameworks and the Queer Professional: Exploring Diversity, Equity, and Inclusion Strategies and Their Impact on LGBTQIA+ Employee Turnover Within Professional Services Organizations

Author: Dopico David Ibrahim
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Global competition in the late 1990s ushered in an international demand for employee talent that far surpassed the supply, creating a talent shortage that is still felt today. Despite this sustained need for talent, professional services organizations worldwide struggle to reduce turnover. Recent literature suggests that while a variety of reasons cause turnover within U.S.-based professional services organizations, turnover is often the result of employees' prolonged exposure to organizational stressors stemming from the lack of congruence between organizational DE&I policies and their application. This is especially salient when considering queer professionals, as they are a particularly vulnerable minority due to institutionalized stigmatization, marginalization, normalized social exclusion, and violence. Leveraging Argyris and Schön's 1978 organizational learning theory, this qualitative systematic review provides organizational and human resources leaders with evidence-based research that reveals effective strategies for the mitigation of queer professional turnover within U.S.-based professional services organizations. The management problem, the continued need for organizations to retain queer talent paired with the sustained incongruence of DE&I initiatives and implementation, led to the research question that guides this study, namely, what strategies can be implemented within DE&I frameworks to decrease queer employee turnover in U.S. professional services organizations? The findings suggest that professional services organizations can effectively reduce the turnover of queer professionals by implementing organizational learning-based DE&I frameworks that reduce or eliminate queer employees’ perceived work-related equity gaps. The reviewed literature identified three significant prevailing themes when considering queer professional turnover within U.S.-based PSOs. These themes are inclusivity through learning and change, congruence of policy and practice, and institutionalized marginalization. While the current review contributes to the burgeoning body of theoretical and practical literature on both organizational learning and the DE&I literature specific to queer professionals, additional research and academic discussions related to the current review question may exponentially improve the work conditions of queer individuals, aiding in the current movement that U.S.- based PSOs are experiencing regarding institutional change.DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL i Abstract Title of Dissertation: DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL: EXPLORING DIVERSITY, EQUITY, AND INCLUSION STRATEGIES AND THEIR IMPACT ON LGBTQIA+ EMPLOYEE TURNOVER WITHIN PROFESSIONAL SERVICES ORGANIZATIONS David Ibrahim Dopico, Doctor of Business Administration, 2024 Global competition in the late 1990s ushered in an international demand for employee talent that far surpassed the supply, creating a talent shortage that is still felt today. Despite this sustained need for talent, professional services organizations worldwide struggle to reduce turnover. Recent literature suggests that while a variety of reasons cause turnover within U.S.-based professional services organizations, turnover is often the result of employees' prolonged exposure to organizational stressors stemming from the lack of congruence between organizational DE&I policies and their application. This is especially salient when considering queer professionals, as they are a particularly vulnerable minority due to institutionalized stigmatization, marginalization, normalized social exclusion, and violence. Leveraging Argyris and Schön's 1978 organizational learning theory, this qualitative systematic review provides organizational DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL ii and human resources leaders with evidence-based research that reveals effective strategies for the mitigation of queer professional turnover within U.S.-based professional services organizations. The management problem, the continued need for organizations to retain queer talent paired with the sustained incongruence of DE&I initiatives and implementation, led to the research question that guides this study, namely, what strategies can be implemented within DE&I frameworks to decrease queer employee turnover in U.S. professional services organizations? The findings suggest that professional services organizations can effectively reduce the turnover of queer professionals by implementing organizational learning-based DE&I frameworks that reduce or eliminate queer employees’ perceived work-related equity gaps. The reviewed literature identified three significant prevailing themes when considering queer professional turnover within U.S.-based PSOs. These themes are inclusivity through learning and change, congruence of policy and practice, and institutionalized marginalization. While the current review contributes to the burgeoning body of theoretical and practical literature on both organizational learning and the DE&I literature specific to queer professionals, additional research and academic discussions related to the current review question may exponentially improve the work conditions of queer individuals, aiding in the current movement that U.S.- based PSOs are experiencing regarding institutional change. Keywords: diversity equity and inclusion, learning disciplines, organizational learning, professional services, queer turnover DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL iii DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL: EXPLORING DIVERSITY, EQUITY, AND INCLUSION STRATEGIES AND THEIR IMPACT ON LGBTQIA+ EMPLOYEE TURNOVER WITHIN PROFESSIONAL SERVICES ORGANIZATIONS By David Ibrahim Dopico Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL iv © Copyright by [David Ibrahim Dopico] 2024 DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL v Dedication This study is dedicated to the queer folx who don't feel they can embrace the entirety of their authentic selves. You are not lesser; you are not alone! DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL vi Acknowledgments I would like to thank the following individuals, without whom I would not have been able to complete this research and without whom I would not have made it through my doctoral journey! The amazing faculty at the University of Maryland Global Campus, especially my dissertation chairs, Drs Tacy Holliday and Jan Tucker, whose insight and knowledge steered me through this research. Dr Holliday and Dr Tucker, thank you for sharing your knowledge, feedback, recommendations, time, and (most importantly) patience throughout the duration of my dissertation process. To my subject matter experts (SMEs), thank you for your insight as practitioners; your feedback was an invaluable part of this dissertation. To my colleague and friend, Danaeka Wilkes, whom I was fortunate enough to meet early in the DBA program and who has been one of my strongest supporters throughout this process. I sincerely thank you for your academic feedback and continued words of encouragement. To my parents, Tamara Saavedra and Alberto Chirino, and my two siblings, Wendy Mobilla and Alberto J. Chirino, thank you for your steadfast support and encouragement; without you, this dissertation would not be possible. A special thank you to my mother, Tamara, who gave up everything to bring me to the United States in hopes of a better future. I cannot put into words how thankful I am for your unwavering love and support. Finally, to my best friend, La’Kendrick Allen, thank you for your listening ears, support, and encouragement to complete this journey. DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL vii Table of Contents Abstract ........................................................................................................................................... i DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL: EXPLORING DIVERSITY, EQUITY, AND INCLUSION STRATEGIES AND THEIR IMPACT ON LGBTQIA+ EMPLOYEE TURNOVER WITHIN PROFESSIONAL SERVICES ORGANIZATIONS ......... iii Dedication ...................................................................................................................................... v Acknowledgments .......................................................................................................................... vi Table of Contents .......................................................................................................................... vii List of Tables ................................................................................................................................. xi List of Figures ............................................................................................................................... xii Chapter 1: Introduction and Overview of the Management Problem ............................................. 1 Problem Overview ...................................................................................................................... 3 Problem Origins .......................................................................................................................... 7 Competing Rationales for Diversity in Organizations Limit Retention Efforts ......................... 8 The Incongruence of DE&I Initiatives and Messaging Deter Queer Talent ............................... 9 Systemic Marginality and Queer Employee Perceptions Facilitate Turnover .......................... 10 Problem Solution ...................................................................................................................... 12 Synchronizing and Converging Mental Models ....................................................................... 13 Welcome the Opportunity for Change Through Shifting Behaviors ........................................ 14 Enable Knowledge Transfer ...................................................................................................... 14 Problem Statement .................................................................................................................... 15 Purpose of the Study ................................................................................................................. 16 Research Question .................................................................................................................... 17 Rationale for the Study ............................................................................................................. 18 Discussion of Concepts and Themes ........................................................................................ 18 Definitions and Terminology .................................................................................................... 19 Chapter Summary and Organization of the Dissertation .......................................................... 20 Chapter 2: Scoping Literature Review and Theoretical Framework ............................................ 22 Additional Context for Scoping Literature Review .................................................................. 23 Theoretical Framework ............................................................................................................. 23 Organizational Learning Theory ........................................................................................... 24 Organizational Learning Theory History. ......................................................................... 25 The Formation of Antecedents: Precursors to OL (1930–1975). .................................. 25 Formative Years: Conceptualizing OL (1976–present). ................................................ 27 DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL viii Application of Theory ........................................................................................................... 28 Considerations for Organizational Learning ......................................................................... 31 Professional Service Organizations .......................................................................................... 31 Turnover ................................................................................................................................... 34 The History of Turnover in Literature .................................................................................. 35 Infancy: Turnover and the Individual (1901–1925). ......................................................... 36 Rebellious Adolescence: Diminished Interest in Turnover (1926–1950). ........................ 37 Reformation: Satisfaction and the External Labor Market (1951–1975). ........................ 38 Established Maturity: Reconceptualizing Turnover (1976–2000). ................................... 39 Maintained Maturity: Intention, Retention, and Collective Turnover (2001–present). .... 42 Turnover as a Professional Service Management Problem ...................................................... 44 Turnover-Causing Factors ..................................................................................................... 46 Management Strategies for Mitigating Turnover .................................................................. 49 Turnover Mitigation in Professional Service Organizations ................................................. 51 A Focus on Queer Employees ................................................................................................... 52 Systemic Marginalization. ................................................................................................ 53 Minority Cohorts ................................................................................................................... 54 Queer Employees .................................................................................................................. 57 Queer Employee Workplace Preferences .............................................................................. 60 Advancing Human Rights. ................................................................................................ 62 Queer Turnover ..................................................................................................................... 62 Conceptual Framework ............................................................................................................. 63 Chapter Summary ..................................................................................................................... 65 Chapter 3: Methodology ............................................................................................................... 67 Review Design and Methodology ............................................................................................. 67 The Evidence-Based Research Framework .......................................................................... 67 Systematic Reviews .............................................................................................................. 69 Systematic Review Process ................................................................................................... 74 Step 1: Define a Review Question. ................................................................................... 74 Research Question Development. ................................................................................. 75 Step 2: Consider the use of a Steering Committee or Advisory Group. ........................... 75 Subject Matter Experts (SMEs). ................................................................................... 76 Step 3: Develop a Protocol. .............................................................................................. 79 Step 4: Conduct a Literature Search. ................................................................................ 80 Search Strategy. ............................................................................................................. 80 Search String. ................................................................................................................ 81 Boolean Operations. ...................................................................................................... 82 Step 5: Screen the Literature. ............................................................................................ 83 Study Screening and Selection Process. ....................................................................... 85 Step 6: Apply Inclusion/Exclusion Criteria. ..................................................................... 85 Step 7: Extract the Data. ................................................................................................... 86 Data Extraction Process. ............................................................................................... 86 Step 8: Critical Appraisal of the Data. .............................................................................. 87 DE&I FRAMEWORKS AND THE QUEER PROFESSIONAL ix Method of Quality Appraisal of the Included Studies. ................................................. 89 Step 9: Synthesize the Literature. ..................................................................................... 89 Coding. .......................................................................................................................... 91 Coding With ATLAS.ti. ................................................................................................. 93 Step 10: Consider Biases. ................................................................................................. 94 Step 11: Write the Review. ................................................................................................ 96 Step 12: Disseminate the Review. ..................................................................................... 96 Chapter Summary ..................................................................................................................... 96 Chapter 4: Analysis and Findings ................................................................................................. 98 Research Question .................................................................................................................... 98 Design and Methodology .......................................................................................................... 98 Subject Matter Experts ........................................................................................................ 100 The Search Strategy ................................................................................................................ 104 Search String and Inclusion/Exclusion Criteria .................................................................. 105 Quality Appraisal .................................................................................................................... 106 PRISMA ................................................................................................................................. 108 Descriptive Summary .............................................................................................................. 110 Characteristics of Retrieved Sources .................................................................................. 110 Turning Sources into Data ...................................................................................................... 114 Unitizing ............................................................................................................................. 115 Coding ................................................................................................................................ 116 Deductive Coding. .......................................................................................................... 116 Inductive Coding. ............................................................................................................ 117 Developing Categories ........................................................................................................ 119 Determining the Themes ..................................................................................................... 121 Findings ................................................................................................................................. 122 Finding #1: Systems Thinking Enables Queer Employee Retention Through Strategic Learning and Change .......................................................................................................... 122 Organizational Climate and Support. .............................................................................. 123 Policy Change. ................................................................................................................ 124 Finding #2: The Congruence of Policy and Practice Strengthen the Relationship Between Shared Vision, Team Learning, and Queer Employee Retention ........................................ 126 Coworker and Managerial Support. ................................................................................ 127 Internal and External Environmental Factors. ................................................................ 129 Finding #3: Shifting Mental Models and Enabling Personal Mastery Encourages Honest Dialogue and Acceptance, Positively Impacting Queer Retention ..................................... 130 Continued Discrimination. .............................................................................................. 131 Coping Me

Facilitating Ethical Adoption of Artificial Intelligence Technologies in the Public Sector

Author: Koshanam Venkat Ramanathan
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

Artificial Intelligence (AI) technologies offer transformative potential for enhancing public sector services, such as improved efficiency, decision-making, and service delivery. However, the public sector faces significant ethical challenges in AI adoption, including biases, discrimination, lack of transparency, and inequity. These challenges can erode public trust without robust ethical guardrails. This dissertation investigates the organizational factors that can facilitate the ethical adoption of AI in the public sector. This systematic literature review, covering publications from January 2019 to May 2024, utilizes the technology-organizationenvironment framework and foundational ethical AI principles as its theoretical basis. The findings, grounded in a theoretical model and evidence synthesized from scholarly research, provide a viable path for public sector organizations seeking ethical AI adoption. Incorporating feedback from three subject matter experts, the research highlights the need for a multifaceted approach to address ethical challenges in AI adoption. The research finds that AI design, policy, data governance, leadership, infrastructure, stakeholder engagement, and training facilitate ethical AI adoption in public sector organizations. Key recommendations for public sector management include implementing a comprehensive AI policy, robust data governance frameworks, privacy-enhancing technologies, ethical AI design, explainable AI, diversity and inclusion initiatives, ethical leadership, and continuous training to facilitate fair, transparent, and accountable AI applications. Although the research is focused on public sector organizations and acknowledges the rapidly evolving AI landscape, the findings offer a comprehensive strategy for ethical AI adoption, fostering public trust, and delivering equitable services.FACILITATING ETHICAL AI ADOPTION IN THE PUBLIC SECTOR ABSTRACT Title of Dissertation: FACILITATING ETHICAL ADOPTION OF ARTIFICIAL INTELLIGENCE TECHNOLOGIES IN THE PUBLIC SECTOR Venkat Ramanathan Koshanam, Doctor of Business Administration, 2024 Artificial Intelligence (AI) technologies offer transformative potential for enhancing public sector services, such as improved efficiency, decision-making, and service delivery. However, the public sector faces significant ethical challenges in AI adoption, including biases, discrimination, lack of transparency, and inequity. These challenges can erode public trust without robust ethical guardrails. This dissertation investigates the organizational factors that can facilitate the ethical adoption of AI in the public sector. This systematic literature review, covering publications from January 2019 to May 2024, utilizes the technology-organization-environment framework and foundational ethical AI principles as its theoretical basis. The findings, grounded in a theoretical model and evidence synthesized from scholarly research, provide a viable path for public sector organizations seeking ethical AI adoption. Incorporating feedback from three subject matter experts, the research highlights the need for a multifaceted approach to address ethical challenges in AI adoption. The research finds that AI design, policy, data governance, leadership, infrastructure, stakeholder engagement, and training facilitate ethical AI adoption in public sector organizations. Key recommendations for public sector management include implementing a comprehensive AI policy, robust data governance frameworks, privacy-enhancing technologies, ethical AI design, explainable AI, diversity and ETHICAL AI ADOPTION IN THE PUBLIC SECTOR ii inclusion initiatives, ethical leadership, and continuous training to facilitate fair, transparent, and accountable AI applications. Although the research is focused on public sector organizations and acknowledges the rapidly evolving AI landscape, the findings offer a comprehensive strategy for ethical AI adoption, fostering public trust, and delivering equitable services. Keywords: artificial intelligence, public sector, adoption, technology-organization-environment framework, ethics, transparency, privacy, bias, governance, regulations, organizational factors. FACILITATING ETHICAL AI ADOPTION IN THE PUBLIC SECTOR FACILITATING ETHICAL ADOPTION OF ARTIFICIAL INTELLIGENCE TECHNOLOGIES IN THE PUBLIC SECTOR By Venkat Ramanathan Koshanam Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 Dissertation Committee Chair: Dr. Mary Jo Anderson Second Committee Member: Dr. Lisa Klein Pearo Third Committee Member: Dr. Raymond Marbury Dissertation Defense Date: September 19, 2024 FACILITATING ETHICAL AI ADOPTION IN THE PUBLIC SECTOR © Copyright by Venkat Ramanathan Koshanam 2024FACILITATING ETHICAL AI ADOPTION IN THE PUBLIC SECTOR Preface The advent of artificial intelligence (AI) technologies has brought about transformative changes across various sectors, including the public sector. This dissertation delves into the intricate dynamics of AI adoption within public sector organizations, focusing on the ethical considerations paramount to its successful implementation. The motivation behind this research stems from the increasing adoption of AI systems in public services and the inherent ethical challenges that arise, such as biases, transparency, accountability, and data privacy. My interest in this topic was ignited during my professional tenure in the public sector, where I observed firsthand the potential of AI to revolutionize service delivery and operational efficiency. However, significant ethical dilemmas and governance challenges often accompany these advancements. This dissertation seeks to address these issues by exploring how robust data governance, transparency, and ethical design can mitigate AI biases and ensure the ethical adoption of AI technologies. This research employs the Technology-Organization-Environment (TOE) framework (Tornatzky & Fleischer, 1990), complemented by the ethical AI principles proposed by Jobin et al. (2019), as the theoretical lens to analyze and understand the factors facilitating ethical AI adoption. The findings of this dissertation highlight the importance of AI policy, governance, explainability, data quality, ethical design, leadership, stakeholder engagement, and training, paving the way for more responsible and ethical AI applications in the public sector and fostering public trust in AI-integrated services. I sincerely thank my advisors, cohort members, subject matter experts, colleagues, family, and friends for their unwavering support and encouragement throughout this research journey. Their insights and feedback have been invaluable in shaping this dissertation. ETHICAL AI ADOPTION IN THE PUBLIC SECTOR ii Dedication I dedicate this work to my wife, Subha, and our children, Adithya and Neya, whose unwavering support, encouragement, and love have been my greatest source of strength. I also dedicate this work to my parents, who instilled in me the value of education, perseverance, and belief in my abilities, which are a constant source of inspiration. ETHICAL AI ADOPTION IN THE PUBLIC SECTOR iii Acknowledgments I want to express my heartfelt gratitude to my dissertation chair, Dr. Mary Jo Anderson, for her guidance, feedback, encouragement, flexibility, support, and calm demeanor throughout this research journey, without which this work would not have been possible. I sincerely thank my second reader, Dr. Lisa Klein Pearo, for her invaluable feedback that shaped and enriched my dissertation and my third reader, Dr. Raymond Marbury, for his comments and recommendations. Special thanks to UMGC and all the teachers and staff of the doctoral program for providing a stimulating and flexible academic environment and offering the resources necessary to complete this research program. Special thanks to the subject matter experts, whose expertise and insights greatly enhanced the depth and quality of this research. I am grateful to my cohort, whose camaraderie, collaborative spirit, and the many thought-provoking discussions have shaped my thinking. My special thanks to my classmate, friend, and brother Peter Kuo for his relentless enthusiasm, optimism, encouragement, and support throughout the doctoral program, which helped me through difficult times. I thank my boss, Ms. Michele Eberle, for her unwavering support throughout this research journey. Her support has been instrumental in balancing my professional responsibilities with my academic pursuits. Thanks to my incredible team and colleagues, I could not have focused on this work without them always rooting for my success. A heartfelt note of respect and gratitude goes to my parents, wife, and children for their love, understanding, encouragement, and endless support. To my dear friends, who have stood by me throughout these years, many thanks to them for always wishing me the best. This dissertation is a testament to the collective efforts and support of many, and I am deeply grateful to everyone who contributed to its fruition. Thank you all. ETHICAL AI ADOPTION IN THE PUBLIC SECTOR iv Table of Contents Preface ....................................................................................................................................... i Dedication ................................................................................................................................. ii Acknowledgments ..................................................................................................................... iii List of Tables ............................................................................................................................ ix List of Figures .............................................................................................................................x Chapter 1: Introduction and Overview of the Management Problem ............................................1 Background and Overview ......................................................................................................2 Problem Statement and Significance of the Problem ................................................................3 Purpose of the Study ................................................................................................................6 The Research Question ............................................................................................................7 Organization of the Dissertation ..............................................................................................8 Chapter 2: Scoping Literature Review and Theoretical Frame ................................................... 10 AI and the Public Sector ........................................................................................................ 10 Ethical Imperatives and Accountability .............................................................................. 11 Public Trust and Transparency ........................................................................................... 12 Diverse Stakeholder Interests ............................................................................................. 14 Resource Constraints .......................................................................................................... 15 Regulatory Frameworks ..................................................................................................... 15 Social Impact and Inclusivity ............................................................................................. 17 Ethical Considerations ........................................................................................................... 18 AI and Data ........................................................................................................................ 19 Algorithmic Bias ................................................................................................................ 19 Human Oversight and Control ............................................................................................ 22 Privacy and Data Protection ............................................................................................... 23 Justice and Fairness ............................................................................................................ 24 Policy and Governance .......................................................................................................... 26 Organizational Factors ........................................................................................................... 28 Leadership ............................................................................................................................. 30 Gap in Literature ................................................................................................................... 31 Theoretical Framework .......................................................................................................... 32 Technology Adoption Theories .......................................................................................... 32 ETHICAL AI ADOPTION IN THE PUBLIC SECTOR v TOE Framework ................................................................................................................ 33 Integration with AI Ethics .................................................................................................. 37 The AI Ethics Principles .................................................................................................... 39 Conceptual Framework .......................................................................................................... 47 Technological Context ....................................................................................................... 48 Organizational Context ...................................................................................................... 48 Environmental Context ...................................................................................................... 49 Core AI Ethical Principles .................................................................................................. 50 Chapter Summary .................................................................................................................. 51 Chapter 3: Method .................................................................................................................... 53 The Evidence-Based Research Framework ............................................................................ 53 Review Initiation ................................................................................................................... 55 Search Strategy ...................................................................................................................... 56 Search Process ................................................................................................................... 56 Search Terms ..................................................................................................................... 58 Search Strings .................................................................................................................... 60 Inclusion and Exclusion Criteria......................................................................................... 62 Data Extraction ...................................................................................................................... 64 Data Elements .................................................................................................................... 65 Quality Appraisal .................................................................................................................. 67 Subject Matter Experts .......................................................................................................... 73 SME Profiles...................................................................................................................... 73 SME Involvement .............................................................................................................. 74 SME Questionnaire and Feedback ...................................................................................... 75 Impact of SMEs ................................................................................................................. 77 Analysis and Synthesis Methodology..................................................................................... 78 Method of Synthesis........................................................................................................... 79 Coding ............................................................................................................................... 80 Quality Appraisal of the Findings ....................................................................................... 83 Chapter Summary .................................................................................................................. 85 Chapter 4: Analysis and Findings .............................................................................................. 87 Data Extraction ...................................................................................................................... 88 ETHICAL AI ADOPTION IN THE PUBLIC SECTOR vi Description of the Data Set .................................................................................................... 91 Journal ............................................................................................................................... 91 Sector/Industry ................................................................................................................... 92 Country .............................................................................................................................. 93 Research Design ................................................................................................................ 94 Sample Size ....................................................................................................................... 96 Main Findings .................................................................................................................... 97 Outcome Measures ............................................................................................................. 98 Limitations ......................................................................................................................... 99 Relevance to Research ..................................................................................................... 100 Results of the Quality Appraisal of the Data Set .................................................................. 101 A Sample Data Set............................................................................................................... 103 Summary of Data Set ........................................................................................................... 104 Results of the Synthesis of the Articles in the Data Set ........................................................ 106 Theme 1: Robust Data Governance Alleviates Privacy Concerns ..................................... 122 Theme 2: Explainability, Ethical Design, and High Data Quality Reduce Algorithmic Biases ....................................................................................................................................... 130 Theme 3: Ethical Leadership Promotes Ethical AI Adoption ............................................ 142 Theme 4: A Culture of Innovation and Responsibility Encourages Ethical Adoption ........ 150 Theme 5: Training Facilitates Ethical AI Adoption .......................................................... 157 Theme 6: Organizational Factors Influence Ethical Adoption ........................................... 164 Theme 7: Comprehensive AI Policy Facilitates Ethical Adoption ..................................... 180 Theme 8: Robust Governance Operationalizes Ethical AI Principles ................................ 192 Results of the Quality Appraisals of the Findings ................................................................. 206 Methodology .................................................................................................................... 206 Process of Assessing the Findings .................................................................................... 207 Revised Conceptual Model .................................................................................................. 210 Chapter Summary ................................................................................................................ 212 Chapter 5: Conclusions and Implications ................................................................................. 215 Review of the Research ....................................................................................................... 215 Background ...................................................................................................................... 216 Research Question ........................................................................................................... 217 Theoretical Framework .................................................................................................... 217 ETHICAL AI ADOPTION IN THE PUBLIC SECTOR vii Research Method ......................................................................................

Digitization as a Strategic Agility Tool to Increase Financial Inclusion in the Unbanked and Underbanked Populations in the United States

Author: Taylor Violet M.
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

The purpose of the study was to explore core factors that impact digitalization as a strategic agility tool to increase financial inclusion in the unbanked and underbanked populations in the United States. The relationship between digitalization, strategic agility, and financial inclusion is not yet fully understood, and there is a gap in the literature on the impact and fusion of the three concepts. The study utilized the systematic review qualitative process to research and analyze scholarly peer-reviewed articles. A three-step thematic coding process was performed to identify key concepts, codes, and categories, resulting in five themes. Recommendations were submitted based on the evidence revealed. The study may have implications for scholars and practitioners, as it may lead to the effective development of strategies and solutions that increase financial Inclusion, resulting in economic equality and financial well-being of approximately 5.9 million unbanked and 18.7 million underbanked individuals in the United States. The study also made the business case for exploring opportunities in the expanding underbanked population that may positively impact the performance and profitability of formal financial institutions.DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. i Abstract DIGITALIZATION AS A STRATEGIC AGILITY TOOL TO INCREASE FINANCIAL INCLUSION IN THE UNBANKED AND UNDERBANKED POPULATIONS IN THE UNITED STATES Violet M. Taylor, Doctor of Business Administration, 2024 The purpose of the study was to explore core factors that impact digitalization as a strategic agility tool to increase financial inclusion in the unbanked and underbanked populations in the United States. The relationship between digitalization, strategic agility, and financial inclusion is not yet fully understood, and there is a gap in the literature on the impact and fusion of the three concepts. The study utilized the systematic review qualitative process to research and analyze scholarly peer-reviewed articles. A three-step thematic coding process was performed to identify key concepts, codes, and categories, resulting in five themes. Recommendations were submitted based on the evidence revealed. The study may have implications for scholars and practitioners, as it may lead to the effective development of strategies and solutions that increase financial Inclusion, resulting in economic equality and financial well-being of approximately 5.9 million unbanked and 18.7 million underbanked individuals in the United States. The study also made the business case for exploring opportunities in the expanding underbanked population that may positively impact the performance and profitability of formal financial institutions. Keywords: bank marketing, digitalization, financial inclusion, strategic agility, social exclusion. DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. ii DIGITALIZATION AS A STRATEGIC AGILITY TOOL TO INCREASE FINANCIAL INCLUSION IN THE UNBANKED AND UNDERBANKED POPULATIONS IN THE UNITED STATES By Violet M. Taylor Jan Tucker, PhD- Chair Monica Sava, PhD- Committee Faleh Alshameri, PhD- Committee Oral defense date 06/14/2024 Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. iii DIGITALIZATION AS A STRATEGIC AGILITY TOOL TO INCREASE FINANCIAL INCLUSION IN THE UNBANKED AND UNDERBANKED POPULATIONS IN THE UNITED STATES By Violet M. Taylor Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. iv © Copyright by Violet M. Taylor 2024 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. v Dedication I dedicate this dissertation to my family and friends. My incredible children, Shamsu L. and Lionel S. Taylor, without your love and support, this doctoral journey would not have been possible. Thank you for believing in me and motivating me to complete this endeavor. To my brothers, Leslie, Henry, Clinton, and Clifford, nieces, nephews, and friends, thank you for your constant support and encouragement. I also want to acknowledge my deceased parents, the late Ayodele and Israel Mason, and my deceased husband, the late Lionel M. Taylor. I would not have developed the courage to start this intellectual journey without their vision, insights, and influence. Continue to rest in glory. I also want to dedicate this work to those in the unbanked and underbanked communities. May this dissertation represent a possibility that you, too, would one day have the opportunity to refer to yourselves as “Doctors.” DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. vi Acknowledgments I want to acknowledge those who guided, inspired, mentored, and supported me along my intellectual and doctoral journey. • Dr. Jan Tucker is UMGC’s DBA Doctoral Portfolio Director and my Dissertation Chair. Thank you for your guidance, leadership, and support. • My second committee member is Dr. Monica Sava, and my third committee member is Dr. Faleh Alshameri. I appreciate you reading my dissertation and providing vital feedback to improve its quality. • All of the UMGC Doctor of Business Administration professors I had the pleasure of learning from during my Doctoral journey. Special thanks to Dr. Tacy Holiday and Dr. Raymond Marbury. I am grateful for your empathy, invaluable feedback, and motivation that helped drive my ambition to complete this intellectual journey. • Valerie Willaims, Abdoulie Drammeh, and Mohamed Mara for providing their practitioner lens as Subject Matter Experts. Your expertise on the research topic was significant. • Michelle Wright and Mohamed Mara, thank you for your letters of reference regarding embarking on the doctoral journey. • I also want to thank my outstanding DBA cohort members, who challenged and elevated my thinking and perspectives. I am grateful for your energy and lifetime friendship. DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. vii Table of Contents Abstract .................................................................................................................................................... i DIGITALIZATION AS A STRATEGIC AGILITY TOOL TO INCREASE FINANCIAL INCLUSION IN THE UNBANKED AND UNDERBANKED POPULATIONS IN THE UNITED STATES ................................................................... iii Dedication ................................................................................................................................................ v Acknowledgments .................................................................................................................................... vi List of Tables ............................................................................................................................................ ix List of Figures ........................................................................................................................................... x List of Abbreviations ................................................................................................................................ xii Chapter 1: Introduction and Overview of the Management Problem ..................................................... 1 Background and Overview ..................................................................................................................... 3 Problem Statement and Significance of the Problem ............................................................................ 4 Research Question ............................................................................................................................... 6 Rationale for the Study or Significance of the Study ............................................................................. 6 Discussion of Concepts .......................................................................................................................... 7 Definitions and Terminology ................................................................................................................. 8 Chapter Summary ................................................................................................................................. 10 Organization of the Dissertation ........................................................................................................... 10 Chapter 2: Scoping Literature Review and Theoretical Frame ................................................................. 12 Theoretical Framework ......................................................................................................................... 12 Dynamic Capabilities (DCs) Theory ................................................................................................... 13 Strategic Flexibility Theory ................................................................................................................ 17 An Integrated Theoretical Framework: Dynamic Capabilities and Strategic Flexibility Theories ..... 19 Documentation ................................................................................................................................ 20 Scoping Literature Review ................................................................................................................ 21 Conceptual Framework ......................................................................................................................... 32 Chapter Summary ................................................................................................................................. 34 Chapter 3: Method ................................................................................................................................... 35 Review Design and Methodology .......................................................................................................... 35 Rigor and Transparency ......................................................................................................................... 35 Systematic Reviews ........................................................................................................................... 36 Systematic Review Process ............................................................................................................... 37 Search Strategy ................................................................................................................................ 38 PRISMA Diagram ............................................................................................................................... 42 Method of Quality Appraisal of the Included Studies ...................................................................... 44 Analysis and Synthesis Methodology ............................................................................................... 45 Chapter Summary ................................................................................................................................. 48 Chapter 4: Analysis and Findings .............................................................................................................. 49 Review of the Research Question .......................................................................................................... 49 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. viii Description of the Data Set ................................................................................................................... 49 Results of the Quality Appraisal of the Data Set .................................................................................... 49 Findings and Discussion ......................................................................................................................... 50 Results of Coding .............................................................................................................................. 50 Research Findings ............................................................................................................................. 53 Summary of Findings ............................................................................................................................. 60 Chapter Summary ................................................................................................................................. 61 Chapter 5: Conclusions and Implications .................................................................................................. 61 Review of the Research ......................................................................................................................... 62 Answer to the Research Question .................................................................................................... 62 Management-Practitioner Recommendation #1 – Capitalizing on Dynamic Technological Capabilities ....................................................................................................................................... 63 Management-Practitioner Recommendation #2 Capitalizing on Strategic Agility and Flexibility Planning (Affordability and Marketing) ............................................................................................ 64 Management-Practitioner Recommendation #3 – Capitalizing on Reg Tech and Bank Policies ...... 67 Management-Practitioner Recommendation #4 – Capitalizing on Consumer Protection – Trust, Communication Security ................................................................................................................... 68 CFBP should Regulate AFSCs ............................................................................................................. 69 Management-Practitioner Recommendation #5 Capitalizing on the Underbanked ........................ 69 Limitations of the Study......................................................................................................................... 70 Areas for Future Research ..................................................................................................................... 71 Final Summary and Conclusion .............................................................................................................. 71 References ............................................................................................................................................... 73 Appendix A ............................................................................................................................................... 91 Appendix B ............................................................................................................................................... 99 Appendix C ............................................................................................................................................... 104 Appendix D ............................................................................................................................................... 106 Appendix E ............................................................................................................................................... 111 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. ix List of Tables Table 1 Numbers of References by Type and Age of References ................................................................ 21 Table 2 Distributions of Household Characteristics Among Underbanked, Fully Banked, and Unbanked Households, 2021 ....................................................................................................................................... 31 Table 3 Databases and Search Strings ........................................................................................................ 40 Table 4 Quality Assessment Ratings and Scores ......................................................................................... 50 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. x List of Figures Figure 1 Dynamic Capabilities Theory…………………………………………………………………………………………………….16 Figure 2 Strategic Flexibility Competencies ................................................................................................ 18 Figure 3 Integration of Organizational Agility, Dynamic Capabilities, and Digitalization .......................... 20 Figure 4 The Role of Governance, Fintech, and Banks ................................................................................ 33 Figure 5 Seven Steps Study Design .............................................................................................................. 38 Figure 6 Prisma Flow Chart ......................................................................................................................... 43 Figure 7 Three Rounds of Coding Process ................................................................................................... 51 Figure 8 Mapping of 30 Categories to Five Themes .................................................................................... 52 Figure 9 Revised Conceptual Model/Framework ........................................................................................ 61 Figure A1 Marketing and Strategic Agility Quality Appraisal Scores of Selected Articles .......................... 91 Figure A2 Affordability Quality Appraisal Scores of Selected Articles ........................................................ 93 Figure A3 Technological Quality Appraisal Scores of Selected Articles ...................................................... 95 Figure A4 Regulatory Quality Appraisal Scores of Selected Articles ........................................................... 97 Figure A5 Socioeconomics Quality Appraisal Scores of Selected Articles ................................................... 98 Figure B1 CERQual Articles That Supported Technological Finding 1 and Recommendation 1 ................. 99 Figure B2 CERQual Articles That Supported Affordability Finding 2 and Recommendation 2.................. 100 Figure B3 CERQual Articles That Supported Regulatory Finding 3 and Recommendation 3 .................... 101 Figure B4 CERQual Articles That Supported Marketing Finding 4 and Recommendation 2 ..................... 102 Figure B5 CERQual Articles That Supported Socioeconomics and Human Factors Finding 5 and Recommendation 5 .................................................................................................................................. 103 Figure C1 Search Strategy ......................................................................................................................... 104 Figure C2 Summary of the Dataset ........................................................................................................... 105 Figure D1 Articles That Support Finding 1 Technological Factors............................................................. 106 Figure D2 Articles That Support Finding 2 Affordability Factors ............................................................... 107 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. xi Figure D3 Articles That Support Finding 3 Regulatory Factors ................................................................. 108 Figure D4 Articles That Support Finding 4 Marketing Factors .................................................................. 109 Figure D5 Articles That Support Finding 5 Socioeconomics and Human Factors...................................... 110 Figure E1 FDIC Report ............................................................................................................................... 111 Figure E2 FDIC Mobile Banking Usage Report .......................................................................................... 112 Figure E3 FDIC Distribution of Household Characteristics Report ............................................................. 113 DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. xii List of Abbreviations UB – Unbanked UNB – Underbanked FUB – Financially UN or Underbanked SA – Strategic Agility BD – Banking design MS – Marketing Strategies SRM – Systematic Review Method FVC – Financial vulnerable clients VUCA – Volatility, Uncertainty, Complexity, and Ambiguity DIGITALIZATION AS A STRATEGIC TOOL FOR FIN. INCLUSION. 1 Chapter 1: Introduction and Overview of the Management Problem America’s 5,000 banks, with more than 83,000 branches (American Bankers Association Report [ABA], 2021) and progressive omni-digital service channels, are essential in their communities, offering products and services that stimulate personal and business economic growth and opportunity. One important service that formal financial institutions such as banks and credit unions provide is secure places for clients to store money. Their account services are foundational for prosperity building, enabling customers to track their spending and manage their daily finances. They have adapted to their customers’ accessibility mode, whether through physical branches or, increasingly, through digital channels. Technological innovations have transformed the way Americans access financial services, utilizing various technologies, including Internet and online banking, mobile and payment processing, consumer and business credit facilities, wealth management, and regulatory reporting and compliance that have impacted the financial inclusion rate in some segments of the US economy (FDIC, 2021). Despite

Negotiation Strategies Between OEMs and Suppliers in the U.S. Auto Industry: a Systematic Review

Author: Kuo Peter ShirYang
Publication venue: University of Maryland Global Campus
Publication date: 01/01/2024
Field of study

The U.S. automotive industry is at a crossroads, grappling with the complexities of technological advancements, global competition, and the lingering effects of economic disruptions. The intricate negotiations between Original Equipment Manufacturers (OEMs) and their Tier-1 suppliers are central to the industry's stability and future growth. The traditional power dynamics, often favoring OEMs, have led to financial distress for suppliers, thereby impacting innovation, supply chain resilience, and, ultimately, consumer prices. This dissertation examined negotiation strategies that could enhance economic outcomes for both OEMs and suppliers in the U.S. auto industry. The study employed a systematic review of 16 peer-reviewed studies to explore the research question: What strategies can effectively enhance the economic outcomes of contract negotiations between U.S. automakers and Tier-1 suppliers? Utilizing game theory as a theoretical framework to analyze the strategic interplay between OEMs and suppliers, the review detailed vital themes and strategies that can lead to mutually beneficial outcomes. The research findings underscore the importance of adopting a cooperative and collaborative approach to negotiations, fostering trust, promoting information sharing, and embracing a win-win mindset. The evidence also showed that integrating advanced technologies and data analytics can enhance negotiation effectiveness by enabling informed decision-making and optimizing strategies. Additionally, the study findings highlight the need for a balanced approach to procurement performance measurements, ensuring that short-term cost-cutting measures do not compromise long-term organizational goals and supplier relationships. The recommendations include the need for OEMs and suppliers to adopt cooperative negotiation strategies, establish regular communication channels, invest in advanced technologies, and align procurement performance measurements with long-term goals. By implementing these recommendations, OEMs and suppliers can achieve sustainable partnerships, navigate industry challenges, and achieve the growth and resilience of the U.S. automotive sector.NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY Abstract Title of Dissertation: NEGOTIATION STRATEGIES BETWEEN OEMS AND SUPPLIERS IN THE U.S. AUTO INDUSTRY: A SYSTEMATIC REVIEW Peter ShirYang Kuo Doctor of Business Administration, 2024 The U.S. automotive industry is at a crossroads, grappling with the complexities of technological advancements, global competition, and the lingering effects of economic disruptions. The intricate negotiations between Original Equipment Manufacturers (OEMs) and their Tier-1 suppliers are central to the industry's stability and future growth. The traditional power dynamics, often favoring OEMs, have led to financial distress for suppliers, thereby impacting innovation, supply chain resilience, and, ultimately, consumer prices. This dissertation examined negotiation strategies that could enhance economic outcomes for both OEMs and suppliers in the U.S. auto industry. The study employed a systematic review of 16 peer-reviewed studies to explore the research NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY ii question: What strategies can effectively enhance the economic outcomes of contract negotiations between U.S. automakers and Tier-1 suppliers? Utilizing game theory as a theoretical framework to analyze the strategic interplay between OEMs and suppliers, the review detailed vital themes and strategies that can lead to mutually beneficial outcomes. The research findings underscore the importance of adopting a cooperative and collaborative approach to negotiations, fostering trust, promoting information sharing, and embracing a win-win mindset. The evidence also showed that integrating advanced technologies and data analytics can enhance negotiation effectiveness by enabling informed decision-making and optimizing strategies. Additionally, the study findings highlight the need for a balanced approach to procurement performance measurements, ensuring that short-term cost-cutting measures do not compromise long-term organizational goals and supplier relationships. The recommendations include the need for OEMs and suppliers to adopt cooperative negotiation strategies, establish regular communication channels, invest in advanced technologies, and align procurement performance measurements with long-term goals. By implementing these recommendations, OEMs and suppliers can achieve sustainable partnerships, navigate industry challenges, and achieve the growth and resilience of the U.S. automotive sector. Keywords: negotiation strategies, U.S. auto industry, OEMs, suppliers, game theory, Industry 4.0. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY iii NEGOTIATION STRATEGIES BETWEEN AUTOMAKERS AND SUPPLIERS IN THE US AUTO INDUSTRY: A SYSTEMATIC REVIEW By Peter ShirYang Kuo Dissertation submitted to the School of Business, University of Maryland Global Campus, in partial fulfillment of the requirements for the degree of Doctor of Business Administration 2024 © Copyright by Peter ShirYang Kuo 2024 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY iv Dedication To my father, David TienLai Kuo, who started teaching me English when I was three years old and dedicated his entire life to providing a better future for his family. To my mother, Pao Chu Chang, who provided me with unconditional love, inspiration through actions rather than words, and encouragement throughout her entire life, even until the last day of her life. To my lovely wife, Kazu Terao, who has been tremendously patient, understanding, and supportive during my pursuit of the DBA in the past three years. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY v Acknowledgments I sincerely thank my dissertation committee chairs, Professor Lisa Klein Pearo, Professor Mary Jo Anderson, and Professor Rick Milter. Professor Pearo's unwavering guidance and insightful feedback were instrumental in elevating this dissertation to its final form. Professor Anderson's valuable advice, support, inspiration, and foundational knowledge gained in her DBA 820 were essential to my DBA Journey. I am sincerely grateful to the faculty and staff who supported me throughout this program. Their expertise and encouragement fostered my research comprehension and skills, enabling me to complete this project. I particularly want to thank Professor Denise Breckon and Ms. Cynthia Thomes for their exceptional assistance with my research. I also sincerely appreciate the subject matter experts who generously shared their time and insights despite the demanding timeline. Their contributions were crucial in shaping this dissertation. Finally, I thank all my classmates and cohort members for their camaraderie and support. Their encouragement and shared experiences made this journey more enjoyable and fulfilling. NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY vi Table of Contents ABSTRACT .............................................................................................................................................................. I DEDICATION ........................................................................................................................................................ IV ACKNOWLEDGMENTS ........................................................................................................................................... V TABLE OF CONTENTS............................................................................................................................................ VI LIST OF TABLES ..................................................................................................................................................... X LIST OF FIGURES................................................................................................................................................... XI LIST OF ABBREVIATIONS ..................................................................................................................................... XII CHAPTER 1: INTRODUCTION AND OVERVIEW OF THE MANAGEMENT PROBLEM .................................................. 1 General Business Practices of OEMs and Suppliers ............................................................................ 2 PROBLEM STATEMENT AND SIGNIFICANCE OF THE PROBLEM ................................................................................ 5 Disproportionate Negotiation Powers .............................................................................................. 6 Financial Distress ............................................................................................................................. 7 Significance of the Problem .............................................................................................................. 8 THE RESEARCH QUESTION ......................................................................................................................... 13 RATIONALE FOR THE STUDY ....................................................................................................................... 15 Economic Sustainability ................................................................................................................. 15 Innovation and Competition ........................................................................................................... 16 Long-Term Relationships ................................................................................................................ 16 Macro Impact ............................................................................................................................... 17 ORGANIZATION OF THE DISSERTATION ......................................................................................................... 17 CHAPTER 2: SCOPING LITERATURE REVIEW AND THEORETICAL FRAME ............................................................... 18 THE LITERATURE LANDSCAPE ..................................................................................................................... 18 Context ......................................................................................................................................... 18 Interventions ................................................................................................................................ 23 Mechanism ................................................................................................................................... 26 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY vii Outcomes ..................................................................................................................................... 29 KNOWLEDGE GAPS ................................................................................................................................. 29 THEORETICAL FRAMEWORK ....................................................................................................................... 30 Cooperative Versus Non-Cooperative Games (Nash vs. Nash) ......................................................... 33 One-shot Game Versus Dynamic Games with Sequential Decision-Making ...................................... 34 Stackelberg Game – the Games for Market Leaders and Followers ................................................. 34 Bayesian Game – the Game to Handle Information Asymmetry ...................................................... 35 Mechanism Design Theory – the Buyer’s Ultimate Game ................................................................ 37 CHAPTER SUMMARY ............................................................................................................................... 38 CHAPTER 3: METHODOLOGY............................................................................................................................... 41 THE EVIDENCE-BASED RESEARCH FRAMEWORK .............................................................................................. 41 SEARCH STRATEGY AND INCLUSION/EXCLUSION CRITERIA ................................................................................. 42 Search Terms ................................................................................................................................ 42 Inclusion and Exclusion Criteria ...................................................................................................... 43 Search Procedures ......................................................................................................................... 45 ARTICLE SELECTION ................................................................................................................................ 46 DATA EXTRACTION ................................................................................................................................. 47 CRITICAL APPRAISAL ............................................................................................................................... 48 INCORPORATION OF SUBJECT MATTER EXPERT (SME) OPINIONS ........................................................................ 51 Ensuring Methodological Rigor ...................................................................................................... 53 Balancing Quality and Inclusivity .................................................................................................... 53 Evidence-Based Decision ................................................................................................................ 53 CODING AND CERQUAL METHODOLOGIES .................................................................................................... 54 CHAPTER SUMMARY ............................................................................................................................... 56 CHAPTER 4: ANALYSIS AND FINDINGS.................................................................................................................. 59 DESCRIPTION OF THE DATASET ................................................................................................................... 59 CODING PROCESS .................................................................................................................................. 60 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY viii Codes Identified in the Dataset....................................................................................................... 61 Theories and Frameworks Identified in the Articles ......................................................................... 62 Descriptions of the Codes and Categories ....................................................................................... 62 Category #1 - Negotiation Strategies .............................................................................................. 65 Category #2 - Negotiation Context/Environment ............................................................................ 67 Category #3 - Technological Innovation .......................................................................................... 69 Category #4 - Negotiation Power Dynamics .................................................................................... 71 Category #5 – Information and Communication in Negotiations ..................................................... 73 Category #6 – Negotiation Risks and Challenges............................................................................. 75 Category #7 – Negotiation Outcomes ............................................................................................. 75 Category #8 – Negotiation Theories ............................................................................................... 81 THEMES AND FINDINGS ............................................................................................................................ 82 Theme 1: Cooperative strategy in negotiations between buyers and suppliers can achieve mutually beneficial outcomes.................................................................................................................................... 83 Theme 2: Negotiation powers can be enhanced with innovative technologies, information accuracy, and market contexts ................................................................................................................................... 91 Theme 3: Procurement performance measurements (PPM) can have detrimental impacts on supplier relationships, innovation, and supply chain resilience ................................................................................... 99 CERQUAL ANALYSIS .............................................................................................................................. 101 CERQual - Theme 1: Cooperative strategy in negotiations ............................................................. 101 CERQual - Theme 2: Negotiation powers ...................................................................................... 102 CERQual - Theme 3: Procurement performance measurements (PPM) .......................................... 103 Subject Matter Expert Feedback ................................................................................................... 104 CHAPTER SUMMARY .............................................................................................................................. 105 CHAPTER 5: IMPLICATIONS AND CONCLUSIONS ................................................................................................ 107 ANSWER TO THE RESEARCH QUESTION ....................................................................................................... 107 CONCEPTUAL MODEL ............................................................................................................................ 110 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY ix RECOMMENDATIONS AND IMPLICATIONS .................................................................................................... 113 Recommendation #1: Companies Should Adopt Cooperative Negotiation Strategies. .................... 113 Recommendation #2: Organizations Should Ensure Regular Open Communications. ..................... 114 Recommendation #3: Organizations Should Adopt Advanced Technologies. ................................. 114 Recommendation #4: Suppliers Should Ensure They Have an Alternative Reliable Customer Base. . 115 Recommendation #5: Buyers Should Ensure They Have an Alternative Reliable Supplier Base........ 116 Recommendation #6: Organizations Should Align Their PPM Strategies With Long-Term Organizational Goals. ............................................................................................................................... 117 Recommendation #7: Managers Should Prepare for Negotiations Using a Preparation Tool.......... 118 LIMITATIONS OF THE STUDY AND AREAS FOR FUTURE RESEARCH ....................................................................... 121 Limitations of the Study ............................................................................................................... 121 Areas for Future Research ............................................................................................................ 122 CONCLUSION ...................................................................................................................................... 124 REFERENCES ...................................................................................................................................................... 127 APPENDIX A DATABASES SEARCHED .................................................................................................................. 154 APPENDIX B DATABASES INCLUDED IN UMGC ONESEARCH ON MAY 3RD, 2024 ................................................ 155 APPENDIX C PRISMA DIAGRAM ......................................................................................................................... 156 APPENDIX D DATA EXTRACTION ....................................................................................................................... 157 APPENDIX E CODEBOOK – CODES, CATEGORIES, AND THEMES ......................................................................... 161 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY x List of Tables Table 1 Automotive Suppliers Bankrupted since 2016 ................................................................ 10 Table 2 Articles with the JBI Rating ..................................................................................................... 55 Table 3 The Code and Category List ................................................................................................... 64 NEGOTIATION STRATEGIES FOR OEMS AND SUPPLIERS IN THE US AUTO INDUSTRY xi List of Figures Figure 1 PPI by Industry: Automotive Parts, Accessories ................................................................ 4 Figure 2 Margin Comparison .................................................................................................................. 6 Figure 3 Game Theory Diagram........................................................................................................... 32 Figure 4 Kraljic Matrix ............................................................................................................................. 39 Figure 5 The Diagram of the

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