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Management Commitment to Cross-Functional Training and Development Methods for African American Women that Impact Their Advancement to Executive Management Positions
No full textThis systematic review contributes to the literature by progressing the discussion on the strategic
necessity for creating inclusive environments that enable the success of African American
women. Inclusive environments are the key to unlocking African American women’s full
potential and driving positive societal change. This study highlights the need to address the lack
of diversity, equity, and inclusion in the workplace, which creates barriers and biases and limits
the upward mobility of African American women. This dissertation analyzes and synthesizes
literature outlining initiatives to promote and support African American women to join leadership
ranks. The findings provide evidence that initiative-taking measures are lacking. Institutional theory, and the leader-member exchange model paired with diversity, equity, and inclusion is
proposed to foster an inclusive and equitable work environment. This systematic review
synthesized evidence from 39 peer-reviewed articles published since the 1990s. The evidence's
fit-for-purpose quality assessment included internal and external validity assessments. Thematic
analysis leveraged a two-review deductive protocol to generate themes. The resultant findings
and guiding principles highlighted the importance of cultivating reform and transformation
within organizational cultures to adapt diversity, equity, and inclusion practices and promote
African American women's professional growth and advancement.LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
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Abstract
Title of Dissertation: MANAGEMENT COMMITMENT TO CROSS-FUNCTIONAL
TRAINING AND DEVELOPMENT
METHODS FOR AFRICAN AMERICAN WOMEN
THAT IMPACT THEIR ADVANCEMENT TO
EXECUTIVE MANAGEMENT POSITIONS
Akaisha Douglas,
Doctor of Business Administration, 2024
This systematic review contributes to the literature by progressing the discussion on the strategic
necessity for creating inclusive environments that enable the success of African American
women. Inclusive environments are the key to unlocking African American women’s full
potential and driving positive societal change. This study highlights the need to address the lack
of diversity, equity, and inclusion in the workplace, which creates barriers and biases and limits
the upward mobility of African American women. This dissertation analyzes and synthesizes
literature outlining initiatives to promote and support African American women to join leadership
ranks. The findings provide evidence that initiative-taking measures are lacking. Institutional
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
ii
theory, and the leader-member exchange model paired with diversity, equity, and inclusion is
proposed to foster an inclusive and equitable work environment. This systematic review
synthesized evidence from 39 peer-reviewed articles published since the 1990s. The evidence's
fit-for-purpose quality assessment included internal and external validity assessments. Thematic
analysis leveraged a two-review deductive protocol to generate themes. The resultant findings
and guiding principles highlighted the importance of cultivating reform and transformation
within organizational cultures to adapt diversity, equity, and inclusion practices and promote
African American women's professional growth and advancement.
Keywords: African American women, career advancement, concrete ceiling, employee
development, diversity, equity, and inclusion theory, fit-for-purpose, institutional theory, leader-member
exchange theory, leadership encouragement, psychological support
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
i
CROSS-FUNCTIONAL TRAINING AND DEVELOPMENT METHODS FOR AFRICAN
AMERICAN WOMEN THAT IMPACT THEIR ADVANCEMENT TO EXECUTIVE
MANAGEMENT POSITIONS
By
Akaisha M. Douglas
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
Dr. Anthony Sterns, Chair
Dr. Ray Mohammad
Dr. Deborah Wharff
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
i
© Copyright by
Akaisha Douglas
2024
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
ii
Dedication
I am honored to dedicate this dissertation to my daughters, Bria, LaKenaisha, and
Courtney; my grandchildren, Kyi, Kiya, and Kenzie; my parents, Deborah, Dimitri, and Kevin
Sr.; and my siblings. My daughters have been my greatest source of inspiration and support
throughout my journey. My family, friends, and community have been my pillars of strength,
always encouraging me to keep going and never give up. I am truly blessed and thankful to have
such amazing people in my life. Above all, I am grateful to God for giving me a purpose and the
determination to see it through.
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
iii
Acknowledgements
Completing a dissertation is a significant achievement, and I am deeply grateful to my
Heavenly Father for His guidance and support throughout this journey. I also want to
acknowledge my village and family, who have been my constant source of encouragement and
support. Your genuine interest in my ideas, struggles, and successes has been invaluable. From
my personal to professional life, many people have provided me with tough love, patience, and
compassion. I am thankful for your valuable insights and direction, from developing the research
question to understanding the need for a proactive response for positive transformation of
organizational cultures to achieve increased participation of African American women in the
workplace.
Finally, I want to thank my Doctoral Professors: Dr. Jarrow, Dr. Shields, Dr. Wolfberg,
Dr. Anderson, Dr. Wharff, Dr. Sterns, Dr. Muhammad, and Dr. Tucker. They not only guided me
through the fundamentals of the doctoral program but were also instrumental in completing my
dissertation. Together, they played a role in my program's continuation and provided me with the
necessary assistance to produce quality assignments and achieve maximum comprehension of
concepts and research with integrity. I am also grateful to my entire class cohort, as we have
remained largely intact throughout the program. I have appreciated the support, camaraderie, and
lifelong bonds we have developed.
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
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Table of Contents
Abstract ............................................................................................................................... i
Dedication ........................................................................................................................... ii
Acknowledgements ............................................................................................................ iii
Table of Contents ............................................................................................................... iv
List of Tables ..................................................................................................................... ix
List of Figures ..................................................................................................................... x
Chapter 1: Introduction and Overview of the Management Problem ................................. 1
Background and Overview .............................................................................................. 2
Precedents for Organizational Support ........................................................................ 9
Significance of the Problem ............................................................................................ 9
Purpose of the Study ..................................................................................................... 11
The Research Question .................................................................................................. 14
Context ....................................................................................................................... 14
Intervention ................................................................................................................ 15
Mechanism ................................................................................................................. 15
Outcome ..................................................................................................................... 16
Significance of the Study .............................................................................................. 16
Definition of Terms ....................................................................................................... 17
Chapter Summary .......................................................................................................... 20
Organization of Dissertation ......................................................................................... 21
Chapter 2: Literature Review and Theoretical Framework .............................................. 23
Literature Landscape ..................................................................................................... 24
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
v
Overview of Themes ..................................................................................................... 25
Career Development .................................................................................................. 25
Cultural Diversity ...................................................................................................... 28
Interpersonal Skills .................................................................................................... 29
Psychological Support ............................................................................................... 31
Government Agencies Attendant to Diversity, Equity, and Equality ........................... 32
United States Equal Employment Opportunity Commission .................................... 33
Office of Personnel Management .............................................................................. 35
Human Capital Office ................................................................................................ 38
Department of Labor ................................................................................................. 39
The White House: Use of Executive Orders ............................................................. 40
Theoretical Framework ................................................................................................. 41
Institutional Theory ................................................................................................... 42
Leader-Member Exchange Theory (LMX) ............................................................... 48
Diversity, Equity, and Inclusion Theory ................................................................... 53
Conceptual Framework ................................................................................................. 54
Chapter Summary .......................................................................................................... 59
Chapter 3: Method ............................................................................................................ 61
The Evidence-Based Research Framework ................................................................... 61
Systematic Review Process ........................................................................................... 63
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
vi
Identify Managerial Problem and the Research Question ......................................... 64
Evidence Search Strategy .......................................................................................... 66
Quality Appraisal of the Included Studies ................................................................. 70
Analysis and Synthesis Methodology ........................................................................ 74
Subject Matter Experts .................................................................................................. 79
Chapter Summary .......................................................................................................... 80
Chapter 4: Analysis and Findings ..................................................................................... 81
Description of the Data Set ........................................................................................... 81
Results of the Quality Appraisal of the Dataset ........................................................ 83
Results of the Synthesis of the Articles in the Dataset .............................................. 85
Themes Developed from the Dataset ............................................................................ 87
Theme 1. Mentorship for Career Development ......................................................... 88
Theme 2. Fostering Inclusive Practices ..................................................................... 89
Theme 3: Leadership Practices .................................................................................. 90
Theme 4: Addressing Intersectional Challenges: Gender, Race, and Inclusion in the
Workplace .............................................................................................................................. 91
Findings ......................................................................................................................... 92
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
vii
Finding 1. Mentorship, Networking, and Strategic Career Pathing .......................... 95
Finding 2. Leadership Engagement Fosters Career Growth .................................... 102
Finding 3. Advancement No Guarantee Abilities are Utilized and Perspective Heard
............................................................................................................................................ 106
Finding 4. Cultivating a Diverse Leadership Team ................................................. 109
Summary of Findings .............................................................................................. 117
Conceptual Framework ............................................................................................... 117
Chapter Summary ........................................................................................................ 120
Chapter 5: Conclusions and Implications ....................................................................... 122
Review of the Research ............................................................................................... 123
Answer to the Research Question ............................................................................... 123
Management Implications ........................................................................................... 126
Transforming Leadership Teams ............................................................................. 126
Reduce Attrition ...................................................................................................... 127
Job Satisfaction ........................................................................................................ 128
Recommendations ....................................................................................................... 128
Recommendation 1: Enhance Career Development Opportunities ......................... 129
Recommendation 2: Leveraging Cultural Diversity ................................................ 134
Recommendation 3: Invest in Interpersonal Skills .................................................. 135
Recommendation 4: Fostering Psychological Support ............................................ 135
Limitations of the Study .............................................................................................. 140
Areas for Future Research ........................................................................................... 143
Final Summary and Conclusion .................................................................................. 147
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
viii
References ....................................................................................................................... 151
Appendix A Database Search Strings ............................................................................. 183
Appendix B CERQual ..................................................................................................... 184
Appendix C Subject Matter Expert Evaluations ............................................................. 186
Appendix D Fit for Purpose ............................................................................................ 199
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
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List of Tables
Table 1 Ratios of Employees Considered for Promotional Opportunities, Based on Race and
Gender ............................................................................................................................................ 3
Table 2 Racial Categories With Their Social Barrier Categorizations .......................................... 8
Table 3 Government Agencies Responsible for Enforcing Equity, Equality, and Discrimination
Statutes ......................................................................................................................................... 32
Table 4 Executive Orders on Equity and Diversity, signed by U.S. Presidents, 2020-2021 ........ 33
Table 5 Mechanisms and Characteristics of Institutional Theory ................................................ 46
Table 6 Stages and Characteristics of Leader-Member Exchange Theory .................................. 51
Table 7 Context, Intervention, Mechanism, and Outcome Framework (CIMO) .......................... 64
Table 8 Inclusion and Exclusion Criteria ..................................................................................... 67
Table 9 Coding from ATLAS TI 24 AI, Excel Manual Coding, and Final Descriptive Codes ..... 76
Table 10 Coding Results ............................................................................................................... 79
Table 11 Results from the Fit-for-Purpose Appraisal Tool .......................................................... 84
Table 12 Summary of the Overall Value of the Articles ............................................................... 86
Table 13 Studies and Themes ........................................................................................................ 86
Table 14 Studies Associated with Each Finding, Through Thematic Analysis ............................. 93
Table 15 Summary Themes to Findings ........................................................................................ 94
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
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List of Figures
Figure 1 Results from the 2018 Women in the Workplace Survey ................................................. 7
Figure 2 Women Promoted to Manager for Every 100 Men Promoted to Manager by Ethnicity27
Figure 3 Institutional Theory ....................................................................................................... 47
Figure 4 Leader-Member Exchange Theory ................................................................................ 49
Figure 5 Diversity, Equity, and Inclusion Theory ......................................................................... 52
Figure 6 Conceptual Framework .................................................................................................. 55
Figure 7 The Four Elements of EBM ............................................................................................ 62
Figure 8 Systematic Review Process ............................................................................................. 63
Figure 9 PRISMA Diagram ........................................................................................................... 82
Figure 10 Revised Conceptual Framework ................................................................................. 119
LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN
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Chapter 1: Introduction and Overview of the Management Problem
Management support for African American women reaching their career goals deserves
our attention and efforts to change. Systemic racial and gender biases faced by African American
women make it difficult for them to pursue management positions in corporate America (Alter,
2017; Bui, 2019; Gee & Peck, 2018; Loutfi, 2019; McFeeters, 2018; Washington & Roberts,
2019). Higher education is one industry where African American women are being hired more
rapidly and achieving more success. There are several reasons for this, including the impact of
the implementation of affirmative action. However, African American women are not seeing
similar success in promotions to leadership positions in other economic sectors or industries
(Carter & Peters, 2016).
Equally unsettling is the trend of increasing departures of African American women from
both non-profit organizations and government positions (U.S. Equal Employment Opportunity,
n.d.). These departures have been attributed to various factors, including pressure on their health
and well-being, unfair job expectations, and a lack of career advancement opportunities
(Higginbotham & Weber, 1999). However, there are other reasons. Many African American
women feel frustrated with the lack of recognition African American women receive from
higher-ups in the workplace (Mena & Vaccaro, 2017). African American women believe that
they need to work harder than White women and other racial or ethnic groups to achieve success
(Sanchez-Hucles & Davis, 2010).
Studies attesting to the inequitable hiring of Afric
Leadership Practices Executives Can Use in Effective Strategic Management for Organizational Excellence - a Systematic Review
No full textEffective strategic management is a critical component of organizational success, yet a misalignment often exists between the strategic plans executive leaders develop and how those plans are implemented (Jackson, 2024). When there is a disconnect between the strategic plan and implementation, organizational leaders may struggle to achieve their strategic goals and the vision they have set for the company. The problem explored in this study is the lack of alignment between the strategic plan development and implementation processes led by executive leaders. This disconnect can lead to failed results and the inability to realize the vision and goals outlined in the strategic plan. Addressing this problem is essential for organizations seeking to capitalize on the benefits of effective strategic management. The research question that guided this study is: What are the key leadership practices that executives can use for effective strategy execution? Strategy becomes useless if organizations cannot execute their plans. Studying what businesses have done to implement strategic management processes successfully will aid other business leaders (both for-profit and nonprofit associations) in their strategic management. Learning what business leaders have done wrong will also inform leaders what to avoid in implementation. A systematic review was used to answer the research question by collecting what was known from the research literature using explicit and accountable methods. Results indicated that leaders need to ensure that their organizational skills are strong for businesses to be successful in strategy execution. At the same time, a strategic management structure, including a management control system, must be in place to aid accountability. Strategic management tools like management control systems enable the entire process of strategy formulation, implementation, and execution to be monitored and measured. Without strategic leadership championing and guiding the organization, strategy execution is deemed to fail, and strategic communication is a primary means of engaging stakeholders to get buy-in and participation throughout the process. Therefore, stakeholder theory is used to examine the 21 international studies. The limitations of this study include the samples in the data set and the scope of this research, as many geographical and cultural differences could affect the application of international studies.LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT i
ABSTRACT
Title of Dissertation:
LEADERSHIP PRACTICES EXECUTIVES CAN USE IN EFFECTIVE STRATEGIC MANAGEMENT FOR ORGANIZATIONAL EXCELLENCE – A SYSTEMATIC REVIEW
Veronica T. Holmes Purvis, MSM, CAE
Doctor of Business Administration, 2024
Effective strategic management is a critical component of organizational success, yet a misalignment often exists between the strategic plans executive leaders develop and how those plans are implemented (Jackson, 2024). When there is a disconnect between the strategic plan and implementation, organizational leaders may struggle to achieve their strategic goals and the vision they have set for the company. The problem explored in this study is the lack of alignment between the strategic plan development and implementation processes led by executive leaders. This disconnect can lead to failed results and the inability to realize the vision and goals outlined in the strategic plan. Addressing this problem is essential for organizations seeking to capitalize on the benefits of effective strategic management. The research question that guided this study is: What are the key leadership practices that executives can use for effective strategy execution? Strategy becomes useless if organizations cannot execute their plans. Studying what businesses have done to implement strategic management processes successfully will aid other business leaders (both for-profit and nonprofit associations) in their strategic management. Learning what business leaders have done wrong will also inform leaders what to avoid in implementation. A systematic review was used to answer the research question by collecting what was known from the research literature using explicit and LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT ii
accountable methods. Results indicated that leaders need to ensure that their organizational skills are strong for businesses to be successful in strategy execution. At the same time, a strategic management structure, including a management control system, must be in place to aid accountability. Strategic management tools like management control systems enable the entire process of strategy formulation, implementation, and execution to be monitored and measured. Without strategic leadership championing and guiding the organization, strategy execution is deemed to fail, and strategic communication is a primary means of engaging stakeholders to get buy-in and participation throughout the process. Therefore, stakeholder theory is used to examine the 21 international studies. The limitations of this study include the samples in the data set and the scope of this research, as many geographical and cultural differences could affect the application of international studies.
Keywords: business strategy, strategy, strategic management, strategic planning, strategy execution, strategy implementation, leaders, executives, communication, engagement, culture, nonprofit, professional associations, trade associations, organizational management, stakeholders
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT iii
LEADERSHIP PRACTICES EXECUTIVES CAN USE IN EFFECTIVE STRATEGIC MANAGEMENT FOR ORGANIZATIONAL EXCELLENCE – A SYSTEMATIC REVIEW
By
Veronica T. Holmes Purvis, MSM, CAE
Dissertation Committee:
Jan Tucker, PhD
Monica Sava, PhD
Faleh Alshameri, PhD
Oral Defense 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
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT iv
© Copyright by
Veronica Holmes Purvis
2024 LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT v
Dedication
This dissertation is dedicated to my late grandmother, Charline (Thomas) Green. We made that pact all those decades ago when I was an undergraduate student that I would get my doctorate. And now, here I am, and I know you would be so proud.
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT vi
Acknowledgments
Thank you, Lord, for getting me through this program during all the ups, downs, and losses (including my stepfather and grandfather).
I want to thank my family for their love and support including my mom, Denise Harley Royster, who listened to those ups and downs during this program and encouraged me along the way. I also know my youngest child, my daughter, Stone Purvis, is almost as thrilled as I am to complete this journey, as she has felt like she has been on this ride with me. She knows my research almost as well as I do at this point. I pray this has set a great example for her and my sons Gage and Tate Purvis that you can work hard and sacrifice to achieve your goals with commitment, dedication, and faith. My husband, Lance Purvis, knows what I mean and has seen me sacrifice so much while I still tried to balance family, work, and life with his support.
Thank you to my subject matter experts (SMEs) for their invaluable insights. And of course, thank you to all the faculty, librarian, and program mentors including the dissertation committee Drs. Janice Tucker, Monica Sava, Faleh Alshameri, and Tacy Holliday.
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT vii
Contents
ABSTRACT ...................................................................................................................................................... i
LEADERSHIP PRACTICES EXECUTIVES CAN USE IN EFFECTIVE STRATEGIC MANAGEMENT FOR ORGANIZATIONAL EXCELLENCE – A SYSTEMATIC REVIEW .......................................................................... iii
Dedication .................................................................................................................................................... v
Acknowledgments ....................................................................................................................................... vi
Contents ..................................................................................................................................................... vii
List of Tables ................................................................................................................................................ x
List of Figures .............................................................................................................................................. xi
List of Abbreviations .................................................................................................................................. xii
Chapter 1: Introduction and Overview of the Management Problem ......................................................... 1
Background and Overview ......................................................................................................................... 2
Problem Origins ......................................................................................................................................... 6
Problem Statement ...................................................................................................................................... 7
Significance of the Problem ....................................................................................................................... 8
Scope of the Study.................................................................................................................................... 8
Purpose of the Study .................................................................................................................................... 9
Research Question ................................................................................................................................... 9
Significance of the Study ........................................................................................................................... 9
Discussion of Concepts and/or Themes ...................................................................................................... 10
Definitions and Terminology .................................................................................................................... 11
Chapter Summary ..................................................................................................................................... 16
Organization of the Dissertation ............................................................................................................. 16
Chapter 2: Scoping Literature Review and Theoretical Frame ................................................................... 17
Theoretical Framework ............................................................................................................................... 17
Stakeholder Theory ................................................................................................................................. 18
History of Stakeholder Theory ................................................................................................................. 21
Evolution and Applications of the Stakeholder Approach ....................................................................... 22
Value of Stakeholder Theory .................................................................................................................... 23
Opposition to Stakeholder Theory .......................................................................................................... 24
Conceptual Framework ............................................................................................................................... 25
The Literature Landscape or Scoping Literature Review ......................................................................... 27
Theoretical Foundations 1980s ............................................................................................................... 27 LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT viii
Theoretical Consolidation 1990s ............................................................................................................. 28
Management Improvement 2000s .......................................................................................................... 29
Strategy Diversification 2011+ ................................................................................................................. 29
Synopsis of Studies .................................................................................................................................. 29
Study Opportunities ................................................................................................................................ 30
Chapter Summary ...................................................................................................................................... 30
Chapter 3: Method ..................................................................................................................................... 32
Review Design and Methodology ............................................................................................................... 32
The Evidence-Based Research Framework .............................................................................................. 33
Systematic Reviews ................................................................................................................................. 35
Systematic Review Process ...................................................................................................................... 36
Search Initiation ...................................................................................................................................... 37
Search Strategy ....................................................................................................................................... 38
Method of Quality Appraisal of the Included Studies .............................................................................. 38
Analysis and Synthesis Methodology ....................................................................................................... 39
Subject Matter Experts ............................................................................................................................. 41
Chapter Summary ...................................................................................................................................... 41
Chapter 4: Analysis and Findings ................................................................................................................ 42
Review of the Research Question ............................................................................................................... 42
Design and Methodology ......................................................................................................................... 43
Systematic Review ................................................................................................................................... 43
Subject Matter Experts ............................................................................................................................. 44
Search Strategy ....................................................................................................................................... 46
Inclusion/Exclusion .................................................................................................................................. 47
Relevance Screening ............................................................................................................................... 47
PRISMA .................................................................................................................................................... 48
Results of the Quality Appraisal of the Data Set ...................................................................................... 49
Descriptive Statistics .................................................................................................................................. 51
Analysis and Synthesis ............................................................................................................................... 53
Coding Process ........................................................................................................................................ 53
Coding Units ............................................................................................................................................ 54
Coding Phases ......................................................................................................................................... 54
Findings and Discussion .............................................................................................................................. 57 LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT ix
Finding/Theme 1: Strong Organizational Skills are Paramount in a Comprehensive Strategic Management Program...................................................................................................................................................... 57
Finding/Theme 2: Strategic Management Structures Need to be Formally in Place ................................. 58
Finding/Theme 3: Strategic Leadership is Required to Align the Organization .......................................... 61
Finding/Theme 4: Strategic Communication is a Leadership Practice that Engages Stakeholders ............ 63
Summary of Findings ............................................................................................................................... 67
CERQual .................................................................................................................................................. 70
Chapter Summary ...................................................................................................................................... 74
Chapter 5: Conclusions and Implications .................................................................................................... 75
Review of the Research ............................................................................................................................ 75
Stakeholder Theory Applied ..................................................................................................................... 76
Methodology .............................................................................................................................................. 77
Answer to the Research Question ............................................................................................................ 77
Result or Finding 1 from Chapter 4 .......................................................................................................... 78
Result or Finding 2 from Chapter 4 .......................................................................................................... 81
Result or Finding 3 from Chapter 4 .......................................................................................................... 84
Result or Finding 4 from Chapter 4 .......................................................................................................... 86
Recommendations for Management ....................................................................................................... 91
Limitations of the Study and Areas for Future Research ............................................................................ 96
Data Set ................................................................................................................................................... 96
Research Scope ....................................................................................................................................... 97
Areas for Future Research ........................................................................................................................ 97
Final Summary and Conclusion ................................................................................................................... 98
References ............................................................................................................................................... 102
Appendix A ............................................................................................................................................... 114
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT x
List of Tables
Table 1 CIMO (Context, Intervention, Mechanisms, and Outcome) ........................................................... 37
Table 2 MMAT Strategy (Headings) ............................................................................................................ 51
Table 3 Code Table ..................................................................................................................................... 55
Table 4 CERQual Table ............................................................................................................................... 70
LEADERSHIP PRACTICES IN STRATEGIC MANAGEMENT xi
List of Figures Figure 1 Strategic Management Phases…………………………………………………………………………………………………. 4
Figure 2 Theoretical Framework of Stakeho
ROTC Vs. Career Pathways: Experiences and Development of Leadership Skills - a Qualitative Content Analysis
No full textPurpose: This study investigates the effectiveness of ROTC programs in equipping students with
competency-based skills crucial for career readiness. Methodology: Through a content analysis of ROTC
curricula and employer expectations, this study compares what is being taught in ROTC to what
employers expect college graduates to know. Key Findings: The analysis reveals a significant alignment
between the skills developed in ROTC programs and those sought by employers. Examples of these skills
include leadership, problem-solving, and teamwork. Implications: These findings offer insights into
optimizing ROTC training for enhanced career readiness.ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS i
Abstract
Title of Dissertation: ROTC VS. CAREER PATHWAYS: EXPERIENCES AND
DEVELOPMENT OF LEADERSHIP SKILLS - A QUALITATIVE
CONTENT ANALYSIS
Clarissa Ann Lang,
Doctor of Business Administration, 2024
Purpose: This study investigates the effectiveness of ROTC programs in equipping students with
competency-based skills crucial for career readiness. Methodology: Through a content analysis of ROTC
curricula and employer expectations, this study compares what is being taught in ROTC to what
employers expect college graduates to know. Key Findings: The analysis reveals a significant alignment
between the skills developed in ROTC programs and those sought by employers. Examples of these skills
include leadership, problem-solving, and teamwork. Implications: These findings offer insights into
optimizing ROTC training for enhanced career readiness.
Keywords: career readiness, communication, competency-based, employers, higher education,
leadership, problem-solving, ROTC, teamwork
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
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ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
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ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS - A
QUALITATIVE CONTENT ANALYSIS
By
Clarissa Ann Lang
Dr. Monica Sava, Chair
Dr. Jan Tucker, Committee
Dr. Brandon Schweitzer, Committee
Oral Defense: 6/6/2024
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
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
iv
© Copyright by
Clarissa Ann Lang
2024
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
v
Dedication
This research study is dedicated to my devoted husband, Brian, who has supported me during
this doctorial journey. His love and support have pushed me through to completing this research. As he
has told me, he was a “dissertation widow” as I spent long hours after work and on the weekends
continuing the research. I cannot thank him enough for everything he has done to support me.
I dedicate this research to my son, Noah. I hope you can see how hard work pays off and that if
you dream about it, you can do it. I love you and thank you for helping Daddy around the house while I
finished my research. Now, I am back to support you in all your endeavors.
To my twin sister, Alana, your support in my crazy ideas of continuing school has been so
valuable. You have encouraged me to continue writing, even on our snowboarding trips or to Disney.
Thank you.
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
vi
Acknowledgments
I would like to express my gratitude towards my dissertation chair, Dr. Monica Sava, for always
being there to help day and night. Dr. Sava assisted my research by pushing me to continue, providing
more content to the original research, and improving my writing abilities. For this, I thank you. I would
also like to thank my committee, Dr. Jan Tucker and Dr. Brandon Schweitzer, for their guidance and
remarks. Dr. Jeffrey Graham and Dr. Thomas Bowling, I would like to express thanks for supporting my
research in every way possible. You all were there when I needed to discuss topics or spend time
writing. For this, I could not thank you enough. Lastly, to my family and friends. Your ability to continue
pushing me towards my degree, being there for me and my family, and helping in any way possible, I
thank you from the bottom of my heart.
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
vii
Table of Contents
Abstract ........................................................................................................................................................ i
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS - A
QUALITATIVE CONTENT ANALYSIS .............................................................................................................. iii
Dedication ................................................................................................................................................... v
Acknowledgments ...................................................................................................................................... vi
Table of Contents ...................................................................................................................................... vii
List of Tables ................................................................................................................................................ 1
List of Figures .............................................................................................................................................. 2
Chapter 1: Introduction and Overview of the Management Problem ......................................................... 3
Background and Overview ............................................................................................................................ 4
Problem Statement and Significance of the Problem .................................................................................. 6
Purpose of the Study and The Research Question ...................................................................................... 7
Rationale for the Study or Significance of the Study ................................................................................... 8
Discussion of Concepts and Theories ........................................................................................................... 9
Definitions and Terminology ...................................................................................................................... 10
Chapter Summary ...................................................................................................................................... 12
Chapter 2: Theoretical Frame and Literature Landscape Review ............................................................... 13
Theoretical Framework ............................................................................................................................... 13
Astin’s Theory of Involvement ............................................................................................................ 14
Deleuze’s Theory of Desire ................................................................................................................. 18
The Literature Landscape or Scoping Literature Review ........................................................................... 19
Co-curricular programs provide hands-on experience linked with academic learning. ..................... 20
Co-curricular programs provide principles and skills practiced in the higher education institutions
employers ask about. ......................................................................................................................... 22
Student Engagement on Campuses Provides Success To Student Learners ...................................... 28
Career Expectations are Linked to Competency-Based and Career-Readiness Skills ......................... 29
Conceptual Framework .............................................................................................................................. 29
Chapter Summary ...................................................................................................................................... 32
Chapter 3: Method .................................................................................................................................... 33
Review Design and Methodology ............................................................................................................... 33
Content Analysis Process ............................................................................................................................ 36
Search Process ................................................................................................................................... 39
Subject Matter Experts ............................................................................................................................... 56
Chapter Summary ...................................................................................................................................... 56
Chapter 4: Analysis and Findings ................................................................................................................ 58
Review of the Research Question .............................................................................................................. 58
Description of the ROTC Programs Data Set .............................................................................................. 59
Communication Skills Group .............................................................................................................. 59
Leadership Skills Group ...................................................................................................................... 60
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
viii
Physical Skills Group ........................................................................................................................... 61
Problem-Solving / Decision-Making Skills Group ............................................................................... 62
Teamwork Skills Group ....................................................................................................................... 62
Description of the Employer Job Description Data Set .............................................................................. 64
Communication ................................................................................................................................. 66
Leadership ......................................................................................................................................... 66
Physical Skills ..................................................................................................................................... 67
Problem-Solving and Decision-Making ............................................................................................... 67
Teamwork .......................................................................................................................................... 67
Findings and Discussion .............................................................................................................................. 68
Finding 1: Communication Skills ......................................................................................................... 68
Finding 2: Leadership Skills ................................................................................................................. 69
Finding 3: Physical Skills ..................................................................................................................... 70
Finding 4: Problem-Solving and Decision-Making Skills ..................................................................... 70
Finding 5: Teamwork Skills ................................................................................................................. 70
Summary of Findings ................................................................................................................................. 71
Revised Conceptual Model/Framework ..................................................................................................... 71
Chapter Summary ...................................................................................................................................... 73
Chapter 5: Conclusions and Implications ................................................................................................... 74
Review of the Research .............................................................................................................................. 74
Subsection 1 ...................................................................................................................................... 74
Subsection 2 ...................................................................................................................................... 74
Answer to the Research Question .............................................................................................................. 74
Management Implications (Recommendations) ........................................................................................ 74
Recommendation 1 Linked With Findings .......................................................................................... 75
Recommendation 2 Linked With Findings .......................................................................................... 75
Recommendation 3 Linked With Findings .......................................................................................... 76
Limitations of the Study and Areas of Future Research ............................................................................ 76
Final Summary and Conclusion .................................................................................................................. 78
References ................................................................................................................................................. 79
Appendix A .............................................................................................................................................. 100
Appendix B .............................................................................................................................................. 105
Appendix C .............................................................................................................................................. 113
Appendix D .............................................................................................................................................. 114
Appendix E ............................................................................................................................................... 115
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
1
List of Tables
Table 1 .......................................................................................................................................... 41
Table 2 .......................................................................................................................................... 49
Table 3 .......................................................................................................................................... 53
Table 4 .......................................................................................................................................... 55
Table 5 .......................................................................................................................................... 76
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
2
List of Figures
Figure 1 ......................................................................................................................................... 15
Figure 2 ......................................................................................................................................... 18
Figure 3 ......................................................................................................................................... 19
Figure 4 ......................................................................................................................................... 29
Figure 5 ......................................................................................................................................... 31
Figure 6 ......................................................................................................................................... 35
Figure 7 ......................................................................................................................................... 37
Figure 8 ......................................................................................................................................... 39
Figure 9 ......................................................................................................................................... 73
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
3
Chapter 1: Introduction and Overview of the Management Problem
Co-curricular programs are recognized for enhancing career readiness, but the specific impact of
Reserve Officers’ Training Corps (ROTC) programs remains under-explored. ROTC programs are designed
to develop individuals into organizational leadership positions (Wooll, 2021). ROTC programs are linked
with higher education institutions to help build the military. Higher education institutions constantly
create employable students through academics and curricular programs for their careers once they
graduate. ROTC programs are considered co-curricular programs as they use classroom learning with
hands-on outside-of-the-classroom learning. Other types of learning include curricular (classroom
learning) and extra-curricular (outside of the classroom, like sports).
As with higher education institutions, ROTC provides educational objectives that assist students
in academic achievement while being persistent and having satisfaction of achievement overall (Kuh et
al, 2005). Mayhew et al. (2016) showed research that participation in co-curricular activities like ROTC
would provide higher education institutions with higher retention and college graduation rates. Higher
retention and college graduation rates are of interest to higher education institutions to provide
financial stability within the company. Higher education institutions focus overall on the student’s career
readiness by preparing them for their academic and curricular career, like learning leadership skills.
Employers have career expectations linked in their job descriptions, mission statements, vision
statements, and objectives, which help explain the competency-based skills linked to a career readiness
agenda. The National Association of Colleges and Employers (2023c) described career readiness as core
competencies that enhance students’ ability to succeed in the workplace after college through lifelong
career management. Core competencies include career and self-development, communication, critical
thinking, equity and inclusion, leadership, professionalism, teamwork, and technology. The National
Society of Leadership and Success (2023) indicated that college leadership programs (co-curricular
career readiness programs) are developed to provide leadership skills to students that can be used both
ROTC VS. CAREER PATHWAYS: EXPERIENCES AND DEVELOPMENT OF LEADERSHIP SKILLS
4
inside (curricular) and outside (extra-curricular) of the classroom. Although research has been
completed on higher education institutions and ROTC separately, there is a lack of research combining
the competency-based skills (career readiness skills) taught in these co-curricular programs linked to
career opportunity expectations.
Background and Overview
Army ROTC was started in 1819 by Captain Alden Partridge, who advocated for civilian college
students to receive military training while attending higher education institutions (Gainey, 2021). The
purpose of Army ROTC in 1819 was to meet soldiers’ needs during wartime. Higher education
institutions started to evolve, with ROTC becoming a part of their overall purpose. As time progressed,
Army ROTC programs occupied 105 institutions. In the early 1900s, a few legislative acts were passed to
help build the ROTC programs, which included the Land Grant Act of 1862 and the National Defense Act
of 1916. 1986 was the next significant movement with Army ROTC, under the command of Major
General Robert E. Wagner, which transformed Army ROTC to produce top-quality lieutenants (Gainey,
2021). Today, Army ROTC has 274 programs in the United States, making up one of the four ROTC
programs: Air Force, Army, Marine Corps, and Navy (U.S. Army, 2023).
United States Air Force was established in 1947 when the National Security Act of 1947 became
law (Neufeld & Watson, 1947). Although the Air Force was established in 1947, it began in 1907 as a
division of the United States Army and is considered the United States Army Air Corps (McCune, 2016).
“The Army Reorganization Act of 1920 created ROTC units specifically designed to train rated officers for
the Air Corps” (United States Air Force, 2023, para 4). Air Force ROTC is located within more than 1,100
cross-town universities composed of 145 detachments, has four regional commands, and a
headquarters located
DEI Programs: Addressing Minority and Gender Leadership Disparities in Large U.S. Based Organizations
No full textThis systematic review offers managers in large U.S. organizations strategies to increase the effectiveness of DEI program implementation. One of the goals of DEI programs is to increase the number of women and minorities in corporate leadership roles. Despite substantial investments in DEI programs by large U.S. organizations, women and minorities continue to lag in corporate leadership roles. Using systematic review methodology, this study analyzed 95 studies, ultimately synthesizing 65 included studies to identify four main findings: organizational strategy, team strategy, minority employee strategy, and manager self-advocacy strategy. This study recommends that managers promote inclusive recruitment strategies, undergo leadership-specific DEI training, and develop internal talent for leadership roles. The findings imply that managers play an integral role in employee experience and the career development of women and minorities. Managers who invest in their employees benefit both the employee and the organization. Despite limitations in this study, the methodology is transparent, and the findings can be generalized and applied broadly.DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
i
Abstract
Title of Dissertation:
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES IN LARGE
U.S. BASED ORGANIZATIONS
Ajuolachi Nwoga,
Doctor of Business Administration, 2024
This systematic review offers managers in large U.S. organizations strategies to increase the effectiveness of DEI program implementation. One of the goals of DEI programs is to increase the number of women and minorities in corporate leadership roles. Despite substantial investments in DEI programs by large U.S. organizations, women and minorities continue to lag in corporate leadership roles. Using systematic review methodology, this study analyzed 95 studies, ultimately synthesizing 65 included studies to identify four main findings: organizational strategy, team strategy, minority employee strategy, and manager self-advocacy strategy. This study recommends that managers promote inclusive recruitment strategies, undergo leadership-specific DEI training, and develop internal talent for leadership roles. The findings imply that managers play an integral role in employee experience and the career development of women and minorities. Managers who invest in their employees benefit both the employee and the organization. Despite limitations in this study, the methodology is transparent, and the findings can be generalized and applied broadly.
Keywords: Bias, Discrimination, Diversity, Equity, Inclusion, Minorities, Women DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
ii
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
iii
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES IN LARGE U.S. BASED ORGANIZATIONS
By
Ajuolachi P Nwoga
Dr. Jan Tucker, Chair Dr. Monica Sava, Committee Dr. Faleh Alshameri, Committee Oral Defense: 6/7/24
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 DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
iv
© Copyright by
[Ajuolachi P Nwoga]
2024
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
v
Dedication
This work is dedicated to my sons- Jayson and Jayden. I am so fortunate to be your mom. I am so blessed to have you in my life. You are the reason I strive to thrive.
To my dad of blessed memory- I am so proud to be your daughter. Thank you for believing in me and seeing me for all I could be, even when I could not see it.
To my mom, siblings, nephews, and nieces – I could never make it this far without you. I would never want to be anywhere without you.
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
vi
Acknowledgement
All glory, honor and praise to God who gave me the ability to come this far in life. I would never have come this far without your abundant blessings and grace. Thank you for loving me and guiding me in all situations, even when I did not know it. Your grace is surely sufficient for me.
Thanks to my mom Rita Nwoga and my dad of blessed memory. There would be no me without your loving decision to bring me into this world, nurture and support me into the person I am today.
Thanks to my siblings Dr Chinyere Nwoga, Dr Kachi Nwoga, Engr Chi Nwosu, Engr Chidi Nwoga, Dr Chioma George-Anokwuru, Dr Chiehiura Akpan, Ms. Florence Okafor, and Dr Jossy Nwoga. You are the solid rock on which I stand and conquer. You have always been there for me, and I am eternally grateful to you for standing by me through thick and thin. I could not ask for a better family, and I am blessed to be a member of our family.
To my amazing sons Jayson and Jayden, words can never describe what you mean to me. You both make being a single mom look easy. I am so proud of the young boys you have become and look forward to watching you grow and blossom. Your limit is beyond the skies, and I know you will make a positive impact in this world. Thank you for your love, patience, understanding, and grace as I do the best I to give you all I can, especially on those difficult days when I fall short.
I am grateful to Dr Tacy Holliday and Dr Jan Tucker for guiding me through this work. Your thoughtful and constructive feedback challenged me to do my best. You were always available to answer my questions and encourage me through this journey. Thanks to Dr Monica Sava and Dr Faleh Alshameri for your feedback. Your advice helped make this work successful. DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
vii
My special gratitude goes to my SMEs Tracy Woodrow, Chris Nichols, Dr. Cynetra Ferguson, Julie Urban, and Kim Jones. Your willingness to read my paper and provide practical feedback helped make this work more meaningful and allowed me to see how theory can be put into practice.
Thanks to my mentor John Murphy, my boss Rob Wehner, and all my colleagues who cheered me on throughout this process. To my sister friends Oumou and Mballou, you mean the world to me. Thanks for always being present and supportive.
There are many more who helped me through this journey. You know who you are, and you know how grateful I am. Thank you!
This journey has been a lifelong dream of mine, and I am so thankful I got the opportunity to make one of my dreams come true. I look forward to making a difference with the knowledge I have gained.
DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
viii
Table of Contents Abstract ........................................................................................................................................... i Dedication ...................................................................................................................................... v Acknowledgement ......................................................................................................................... vi Table of Contents ......................................................................................................................... viii List of Tables ............................................................................................................................... xii List of Figures .............................................................................................................................. xiv List of Abbreviations .................................................................................................................... xv Chapter 1: Introduction and Overview of the Management Problem ............................................. 1 Background ................................................................................................................................ 3 Benefits of Workforce Diversity ................................................................................................. 5 DEI Programs .............................................................................................................................. 7 Outcome of DEI Program Implementation ................................................................................. 8 Stakeholders Perspectives on DEI Programs Outcomes ........................................................... 11 Problem Statement and Significance of the Problem ................................................................ 13 Purpose of the Study and The Research Question .................................................................... 16 Rationale for the Study or Significance of the Study ................................................................ 17 Scope of the Study..................................................................................................................... 19 Discussion of Assumptions and Concepts ................................................................................ 20 Chapter Summary ...................................................................................................................... 24 Organization of the Dissertation ............................................................................................... 25 Chapter 2: Theoretical Frame and Scoping Literature Review .................................................... 26 Theoretical Framework ............................................................................................................. 27 Lewin Change Theory ............................................................................................................ 28 Lewin Change Theory and DEI Program Implementation ................................................... 30 The Literature Landscape or Scoping Literature Review ......................................................... 33 Introduction ........................................................................................................................... 33 Historical Background and Overview of DEI Programs ...................................................... 37 DEI Program Implementation as a Corporate Compliance Strategy ................................... 39 DEI Program as a Business Strategy .................................................................................... 40 Management Strategy for Implementing DEI Programs ....................................................... 41 Role of Managers in DEI Program Implementation ............................................................. 44 Resistance to Diversity programs .......................................................................................... 46 Women in the Workforce ....................................................................................................... 49 Minorities in the Workforce ................................................................................................... 53 White Male Leadership Stereotype ........................................................................................ 56 Workplace Discrimination ..................................................................................................... 58 Biased Hiring Practices......................................................................................................... 59 Biased Performance Evaluation of Women and Minorities .................................................. 62 Need for Strategic DEI Implementation Plan ........................................................................ 64 DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
ix
Chapter Summary ...................................................................................................................... 66 Chapter 3: Method ........................................................................................................................ 67 Review Design and Methodology ............................................................................................. 67 The Evidence-Based Research Framework ........................................................................... 69 Systematic Reviews ...................................................................................................................... 70 Benefits of Systematic Review ................................................................................................. 72 Challenges of Systematic Reviews ........................................................................................... 73 Systematic Review Process ....................................................................................................... 75 Review Question and Methodology. ......................................................................................... 79 Search Initiation .................................................................................................................... 80 Search Strategy ...................................................................................................................... 80 Search Process and Terms. ................................................................................................... 81 Data Extraction ..................................................................................................................... 86 Method of Quality Appraisal of the Included Studies ............................................................ 86 Analysis and Synthesis Methodology ..................................................................................... 89 Coding .................................................................................................................................. 90 First Cycle coding ................................................................................................................. 90 Second Cycle Coding ............................................................................................................. 91 Third Cycle Coding ............................................................................................................... 92 CERQual Appraisal ...................................................................................................................... 93 Subject Matter Experts .............................................................................................................. 95 Chapter Summary ...................................................................................................................... 98 Chapter 4: Analysis and Findings ................................................................................................. 99 Research Question ..................................................................................................................... 99 Design and Methodology ........................................................................................................ 100 Subject Matter Experts (SMEs)............................................................................................... 101 The search Strategy ................................................................................................................. 105 The Search String .................................................................................................................... 106 Inclusion and Exclusion criteria .............................................................................................. 107 Relevance Screening ............................................................................................................... 107 PRISMA Flow Diagram .......................................................................................................... 108 Quality Appraisal .................................................................................................................... 110 Turning Sources into Data....................................................................................................... 114 Step 1: Unitizing .................................................................................................................. 115 Step 2: Deductive Coding .................................................................................................... 116 Step 3: Inductive Coding ..................................................................................................... 118 Step 4: Developing Categories ............................................................................................ 121 Step 5: Determining the Themes .......................................................................................... 125 Findings and Discussions ............................................................................................................ 129 Finding #1: Organizational practices: Managers can influence or disrupt organizational practices and policies that enhance or impede meaningful DEI progress. ......................... 129 DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
x
Finding #2: Team approach: Managers should hold the team accountable for inclusive practices, thus creating a work environment that sustains inclusivity. ............................... 132 Finding #3: Manager Self-development: There is a need for managers to develop and enhance their diversity skills to create a more inclusive work environment. ...................... 134 Finding #4: Minority employees experience: Managers can leverage inclusive leadership behaviors to attract, retain, and engage women and minorities while creating equal opportunities and equitable outcomes for all employees. ................................................... 137 New Conceptual framework ....................................................................................................... 140 Grade CERQual .......................................................................................................................... 142 CERQual for Finding #1 ..................................................................................................... 143 CERQual for Finding #2 ..................................................................................................... 144 CERQual for Finding #3 ..................................................................................................... 145 CERQual for Finding #4 ..................................................................................................... 146 Chapter Summary ....................................................................................................................... 147 Chapter 5: Conclusions and Implications ................................................................................... 148 Review of the research ................................................................................................................ 149 Methodology ............................................................................................................................... 149 Findings...................................................................................................................................... 150 Answer to the Research Question ............................................................................................... 151 Finding #1: Organizational practices: Managers can influence or disrupt organizational practices and policies that enhance or impede meaningful DEI progress. ......................... 151 Strategy 1: Advocate for diversity on recruitment search committees, a diverse candidate pool for leadership positions, and the use of only recruitment platforms and recruitment vendors whose DEI values align with those of the organization. ......................................................... 151 Strategy 2: Review existing policies and procedures to identify and improve upon areas that create structural barriers and exclusion for women and minorities. ....................................... 153 Strategy 3: Support and assist in the creation of career development programs that create a leadership pathway for minorities and women. ...................................................................... 154 Strategy 4: Visible commitment to DEI initiatives by amplifying and participating in DEI activities and allocating resources to achieve DEI goals. ....................................................... 156 Management Implications ................................................................................................... 158 Finding #2: Team approach: Managers should hold the team accountable for inclusive practices, thus creating a work environment that sustains inclusivity. ............................... 160 Strategy 1: Model and Promote a Culture of Inclusion and Allyship ..................................... 160 Strategy 2: Facilitate Team DEI Training to Set Tone for Acceptable and Unacceptable Behavior ................................................................................................................................. 162 Strategy 3: Recognize and reward employees who engage in DEI initiatives. ....................... 164 Strategy 4: Equitable assignment of tasks and projects .......................................................... 165 Management Implications ................................................................................................... 166 Finding #3: Manager Self-development: There is a need for managers to develop and enhance their diversity skills to create a more inclusive work environment. ...................... 170 DEI PROGRAMS: ADDRESSING MINORITY AND GENDER LEADERSHIP DISPARITIES
xi
Strategy 1: Increas
Influencing Successful Cloud Technology Adoption: The Role of Leadership Styles in Change Management for SMEs
No full textThis systematic review provides leaders of small- and medium-sized enterprises with insights
into the impact of leadership styles on adopting cloud technology. Cloud technology refers to the
delivery of computing services over the Internet, and its use is rapidly growing worldwide. Since
SMEs are more likely to use external expertise and adopt cloud technologies due to a lack of inhouse
resources and expertise, leaders must ensure a positive return on investment from cloud
computing. This study used a systematic review methodology to analyze 60 studies, ultimately
synthesizing 40 high-quality studies. The findings revealed that effective change management,
led by change agents and backed by comprehensive training, communication, and resilience
strategies, is crucial for overcoming cloud inhibitors and driving adoption. Additionally, multifaceted factors drive cloud adoption in SMEs, and leadership styles characterized by idealized influence, charisma, and visionary approaches significantly influence the adoption of cloud technology in SMEs. Despite the potential researcher bias, the methodology was fully
transparent, and the findings have broad applicability.INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES i
Abstract
Title of Dissertation: INFLUENCING SUCCESSFUL CLOUD
TECHNOLOGY ADOPTION: THE ROLE OF
LEADERSHIP STYLES IN CHANGE
MANAGEMENT FOR SMES
Setondji Carmand Dega,
Doctor of Business Administration, 2024
This systematic review provides leaders of small- and medium-sized enterprises with insights
into the impact of leadership styles on adopting cloud technology. Cloud technology refers to the
delivery of computing services over the Internet, and its use is rapidly growing worldwide. Since
SMEs are more likely to use external expertise and adopt cloud technologies due to a lack of in-house
resources and expertise, leaders must ensure a positive return on investment from cloud
computing. This study used a systematic review methodology to analyze 60 studies, ultimately
synthesizing 40 high-quality studies. The findings revealed that effective change management,
led by change agents and backed by comprehensive training, communication, and resilience
strategies, is crucial for overcoming cloud inhibitors and driving adoption. Additionally,
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
ii
multifaceted factors drive cloud adoption in SMEs, and leadership styles characterized by
idealized influence, charisma, and visionary approaches significantly influence the adoption of
cloud technology in SMEs. Despite the potential researcher bias, the methodology was fully
transparent, and the findings have broad applicability.
Keywords: cloud computing adoption, leadership styles, new technologies, change
management, small and medium-sized enterprises
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
iii
INFLUENCING SUCCESSFUL CLOUD TECHNOLOGY ADOPTION: THE ROLE OF
LEADERSHIP STYLES IN CHANGE MANAGEMENT FOR SMES
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
Setondji Carmand Dega
June 2024
Dissertation Committee:
Dr. Monica Sava
Dr. Jan Tucker
Dr. Brandon Schweitzer
Date of Oral Defense: 06/07/2024
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
iv
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
v
© Copyright by
[Setondji Carmand Dega]
2024
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
vi
Dedication
This study is lovingly dedicated to all small and medium-sized business owners
worldwide. Your hard work and resilience inspire us every day—thank you!
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
vii
Acknowledgments
I give all the praise to God for His mercy and blessings in my life. To my children,
Elijah, Abi, and Josiah, and my wife, Levy. You are my unwavering support and constant
inspiration. You are, and always will be, the most important achievement of my life.
To my beloved parents, Bernard and Amedee, thank you from the bottom of my heart for
your unwavering love, endless encouragement, countless sacrifices, and continuous investments
in my well-being. Your support and motivation have guided me through every academic journey
and challenge. I am forever grateful for the strong work ethic you have instilled in me. You are
my role models, my inspiration, and the best parents in the world!
I am deeply grateful to my Doctor of Business Administration program mentors, Dr.
Monica Sava, Dr. Jan Tucker, and Dr. Brandon Schweitzer, for your invaluable expertise,
thoughtful feedback, and generous time. Your helpful recommendations and kind suggestions
have been instrumental throughout my dissertation journey. Thank you for your unwavering
support and guidance.
To my incredible subject matter experts (SMEXs), Emmanual Amoah, Tina Burke,
Imelda Daria, and Komlan Gbezan, thank you for your unwavering encouragement and
invaluable insights from a practitioner’s point of view. Your support and expertise have been
truly inspiring and essential to our success.
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
viii
Table of Contents
Abstract ......................................................................................................................................................... i
INFLUENCING SUCCESSFUL CLOUD TECHNOLOGY ADOPTION: THE ROLE OF LEADERSHIP STYLES IN
CHANGE MANAGEMENT FOR SMES ............................................................................................................ iii
Dedication ................................................................................................................................................... vi
Acknowledgments ...................................................................................................................................... vii
Table of Contents ...................................................................................................................................... viii
List of Tables ............................................................................................................................................... xi
List of Figures ............................................................................................................................................. xii
Chapter 1: Introduction and Overview of the Management Problem ......................................................... 1
Background and Overview ........................................................................................................................ 1
Effective Leadership Strategies and Styles ............................................................................................... 3
Cloud Technology Adoption ...................................................................................................................... 4
Change Management ............................................................................................................................... 7
Problem Statement .................................................................................................................................. 9
Significance of the Problem .................................................................................................................... 10
Purpose of the Study ............................................................................................................................... 12
Research Question ................................................................................................................................. 13
Rationale for the Study ........................................................................................................................... 14
Definitions and Terminology ................................................................................................................... 16
Cloud computing ............................................................................................................... 16
Cloud manufacturing ........................................................................................................ 16
Cloud technology adoption ............................................................................................... 17
Digital transformation ....................................................................................................... 17
Emerging technologies ..................................................................................................... 17
Leadership strategies ......................................................................................................... 17
Management styles ........................................................................................................... 17
New technologies .............................................................................................................. 18
Small and Medium-Sized Enterprises ............................................................................... 18
Successful cloud adoption ................................................................................................ 18
Organization of the Dissertation ............................................................................................................. 18
Chapter 2: Scoping Literature Review and Theoretical Framework ........................................................... 20
Scoping Literature .................................................................................................................................. 20
Change Management in Cloud Technology Adoption ..................................................... 20
Theoretical Framework ........................................................................................................................... 30
Transformational Leadership Theory ............................................................................... 30
Technology Acceptance Model ........................................................................................ 32
Integration of TLT and TAM ............................................................................................ 34
TLT and TAM’s Application to SMEs ............................................................................. 35
Conceptual Framework ........................................................................................................................... 37
Measurability and Operationalization ............................................................................... 39
Chapter Summary .................................................................................................................................. 41
Chapter 3: Method ..................................................................................................................................... 42
Research Design and Methodology ........................................................................................................ 42
Evidence-Based Research Framework .................................................................................................... 43
Systematic Reviews .......................................................................................................... 43
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
ix
Review Question and Methodology ................................................................................. 46
Search Initiation ................................................................................................................ 47
Search Strategy ................................................................................................................. 47
Search Process and Terms ................................................................................................ 48
Inclusion and Exclusion Criteria ....................................................................................... 50
Quality Appraisal .................................................................................................................................... 52
Coding, Data Extraction, and Synthesis .................................................................................................. 53
Data Extraction ................................................................................................................. 53
Coding ............................................................................................................................... 54
Synthesis and CERQual .................................................................................................... 55
Chapter Summary .................................................................................................................................. 56
Chapter 4 .................................................................................................................................................... 57
Research Question ................................................................................................................................. 57
Research Design and Methodology ........................................................................................................ 57
Search Strategy ...................................................................................................................................... 61
Search String ..................................................................................................................... 62
Inclusion and Exclusion .................................................................................................... 62
Quality Appraisal .................................................................................................................................... 63
PRISMA ............................................................................................................................ 64
Descriptive Summary .............................................................................................................................. 66
Turning Sources into Data ....................................................................................................................... 69
Unitizing ........................................................................................................................... 69
Deductive and Inductive Coding ...................................................................................... 70
Determining Categories .................................................................................................... 71
Determining Themes ......................................................................................................... 72
Categories ......................................................................................................................... 73
Themes .............................................................................................................................. 73
Findings .................................................................................................................................................. 78
Finding 1—Effective change management, led by change agents and backed by
comprehensive training, communication, and resilience strategies, is crucial for
overcoming cloud inhibitors and driving adoption. .......................................................... 78
Finding 2—Cloud adoption in SMEs is driven by multifaceted factors........................... 81
Finding 3—Leadership styles characterized by idealized influence, charisma, and
visionary approaches significantly influence the adoption of cloud technology in SMEs.
......................................................................................................................................... 84
Grade CERQual ....................................................................................................................................... 86
Finding 1 CERQual .......................................................................................................... 87
Finding 2 CERQual .......................................................................................................... 87
Finding 3 CERQual .......................................................................................................... 88
Unanticipated Findings ........................................................................................................................... 88
New Conceptual Model .......................................................................................................................... 89
Chapter Summary .................................................................................................................................. 91
Chapter 5 .................................................................................................................................................... 93
Research Review ............................................................................................................... 93
Answer to the Research Question .......................................................................................................... 94
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
x
Finding Summary 1—Effective change management, led by change agents and backed by
comprehensive training, communication, and resilience strategies, is crucial for
overcoming cloud inhibitors and driving adoption. .......................................................... 94
Finding Summary 2—Cloud adoption in SMEs is driven by multifaceted factors. ......... 96
Finding Summary 3— Leadership styles characterized by idealized influence, charisma,
and visionary approaches significantly influence the adoption of cloud technology in
SMEs. .............................................................................................................................. 101
Subject Matter Expert Feedback........................................................................................................... 103
Recommendations for Managers ......................................................................................................... 104
Effective Change Management Strategies ...................................................................... 105
Prioritization of Compliance and Regulatory Alignment ............................................... 107
Leadership Development for Innovation and Creativity ................................................ 109
Limitations ........................................................................................................................................... 111
Contributions to Scholarship and Practice ............................................................................................ 112
Areas for Future Research .................................................................................................................... 113
Incorporate objective measures or criteria for evaluating the success of CTA. ............. 114
Explore the influence of leadership on the post-adoption phase of cloud technology
within small and medium-sized enterprises. ................................................................... 114
Conclusion ............................................................................................................................................ 115
References ............................................................................................................................................... 118
Appendix A ............................................................................................................................................... 146
Appendix B ............................................................................................................................................... 155
Appendix C ............................................................................................................................................... 192
Appendix D ............................................................................................................................................... 225
INFLUENCING CLOUD TECHNOLOGY ADOPTION IN SMES
xi
List of Tables
Table 1 Research Question and CIMO Model ........................................................................................... 14
Table 2 Comprehensive Review of Research Studies on Cloud Adoption in SMEs ................................. 22
Table 3 Critical Elements of Successful Cloud Adoption ......................................................................... 40
Table 4 Search Strings ............................................................................................................................... 49
Table 5 Inclusion and Exclusion Criteria ................................................................................................... 50
Table 6 TAPUPAS Rating Scales .............................................................................................................. 52
Table 7 Data Extraction Templates ............................................................................................................ 53
Table 8 Components of the CERQual Assessment .................................................................................... 55
Table 9 Subject Matter Experts’ Profile .................................................................................................... 58
Table 10 Set of Questions for SMEX ........................................................................................................ 58
Table 11 SMEX’s Feedback Summary .
Management Strategies that Impact Emotional Intelligence: Facilitators to Enhance Employee Productivity
No full textThis systematic review offers practical solutions for enhancing Emotional Intelligence (EI) through Appreciative Inquiry. Emotional intelligence comprises self-awareness, self-management, and relationship management. Appreciative Inquiry (AI) is a problem-solving approach that focuses on strengths and what is going well to generate growth and ideas. The AI approach involves five interrelated phases - Defining, Discovering, Dreaming, Designing, and Destiny - that guide the process collaboratively and intriguingly. While organizations understand the importance of EI, more attention should be given to its development for better employee performance. This study suggests that managers dealing with workplace challenges due to ineffective EI can significantly improve employee performance. A sense of belonging creates a strong connection to the organizational mission and fosters a collaborative environment. Self-awareness leads to healthy team member relationships and contributes to productive organizations. Team members with a healthy awareness level openly share information and collaborate, effectively work through conflicts, and are more productive.MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE
Title of Dissertation:
MANAGEMENT STRATEGIES
that IMPACT EMOTIONAL INTELLIGENCE: FACILITATORS TO ENHANCE
EMPLOYEE PRODUCTIVITY
Stephen K. Freeman
Doctor of Business Administration, 2024
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE
Abstract
This systematic review offers practical solutions for enhancing Emotional Intelligence (EI) through Appreciative Inquiry. Emotional intelligence comprises self-awareness, self-management, and relationship management. Appreciative Inquiry (AI) is a problem-solving approach that focuses on strengths and what is going well to generate growth and ideas. The AI approach involves five interrelated phases - Defining, Discovering, Dreaming, Designing, and Destiny - that guide the process collaboratively and intriguingly. While organizations understand the importance of EI, more attention should be given to its development for better employee performance. This study suggests that managers dealing with workplace challenges due to ineffective EI can significantly improve employee performance. A sense of belonging creates a strong connection to the organizational mission and fosters a collaborative environment. Self-awareness leads to healthy team member relationships and contributes to productive organizations. Team members with a healthy awareness level openly share information and collaborate, effectively work through conflicts, and are more productive.
Keywords: appreciative inquiry, belonging, collaboration, emotional intelligence. self-awareness
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE
MANAGEMENT STRATEGIES
that IMPACT EMOTIONAL INTELLIGENCE: FACILITATORS TO ENHANCE
EMPLOYEE PRODUCTIVITY
By
Stephen K. Freeman
Dr. Jan Tucker, Chair Dr. Monica Sava, Committee Dr. Faleh Alshameri, Committee Oral Defense: 6/6/24
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
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE
© Copyright by
[Stephen K. Freeman]
2024
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE v
Dedication
The study dedication recognizes all professionals. Enhancing productivity through emotional intelligence requires devotion and commitment throughout an organization. MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE vi
Acknowledgements
I want to express my deepest gratitude to my wife, Marian, children, Jordii and Kyle, step-daughter Michelle, and step-son John. Your unwavering understanding and support throughout my three-year journey to achieve my lifelong goal has not only been the cornerstone of my success but also the energy that kept me going. I want to thank Luca Anelli for his words of encouragement and for sharing sources and information about his professional counseling experience with emotional intelligence. A heartfelt recognition to my mother, Sandra Kathryn Freeman, with whom I proudly share the same initials. Although she is no longer with us, her memory inspires me. I am grateful to my father, Doug, and my step-mom, Ann, for their encouragement. I also would like to thank my sister Jessica and brother Derrick for always being there for me. I am grateful to my Subject Matter Experts (SMEs): my lifelong friend, Adrian Dansby; Dr. Saundra King-Lee, who volunteered her time on short notice; and my lifelong Mentor, Colonel (Retired) Antonio Monaco, for their invaluable guidance and support.
Completing this dissertation was only possible with the encouragement and support of the University of Maryland Global Campus (UMGC) faculty. I want to recognize Dr. Wanda Wagner, one of my early professors in this journey, whose empathetic teaching method and style were instrumental. The UMGC Librarian, Cynthia Thomes, was incredibly helpful and supportive in creating search strings to find relevant and reliable sources, I also appreciate Dr. Tacy Holliday, my first dissertation chair, for her guidance and advice to help ensure that I stayed on the right path. Her predecessor, Dr. Janice Tucker, also gave unwavering guidance and support. Dr. Monia Sava provided me with practical and direct support, and the dissertation’s third reader, Dr. Faleh Alshameri, offered straightforward guidance and advice.
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE vii
Table of Contents
List of Tables ................................................................................................................................. 1
List of Figures ................................................................................................................................ 3
Chapter 1: Introduction and Overview of the Management Problem ............................................. 4
Addressing the Challenge ........................................................................................................ 6
Purpose of the Study and the Research Question .................................................................... 8
CIMO .............................................................................................................................. 8
Discussion of Concepts, Assumptions, and Terminology ..................................................... 10
Chapter Summary .................................................................................................................. 12
Organization of the Dissertation ............................................................................................ 12
Chapter 2: Scoping Literature Review and Theoretical Frame .................................................... 14
Employee Development ........................................................................................................ 14
Psychological Safety ............................................................................................................. 15
Influence of Emotional Intelligence ...................................................................................... 17
Self-Awareness ............................................................................................................. 19
History of Emotional Intelligence ................................................................................. 20
The Impact of Appreciative Inquiry ...................................................................................... 21
Employee Development Tool ....................................................................................... 22
Summary of Scoping ............................................................................................................. 23
Theoretical Framework ......................................................................................................... 23
History of Appreciative Inquiry .................................................................................... 24
Appreciative Inquiry Application ................................................................................. 25
Appreciative Inquiry Theory Components .................................................................... 27
Critiques and Debates Regarding the Effectiveness of Appreciative Inquiry ............... 27
Existentialism. ................................................................................................................ 28
Generativity. ................................................................................................................... 29
Guiding Principles. ......................................................................................................... 30
Conceptual Framework ......................................................................................................... 31
Chapter Summary .................................................................................................................. 32
Chapter 3: Method ........................................................................................................................ 34
Design and Methodology ...................................................................................................... 34
History of Evidence-Based Management ...................................................................... 34 MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE viii
Systematic Review Process ........................................................................................... 36
Search Strategy ............................................................................................................. 39
Inclusion and Exclusion Criteria ........................................................................................... 40
Critical Appraisal .......................................................................................................... 43
Method of Synthesis .............................................................................................................. 45
Report Development, Findings. ...................................................................................... 45
Level One Coding. .......................................................................................................... 46
Level Two Coding. ......................................................................................................... 46
Level Three Coding. ....................................................................................................... 46
Subject Matter Experts Strategy, Steering Committee/Protocol ................................... 48
Dissemination Plan ....................................................................................................... 48
Chapter Summary .................................................................................................................. 49
Chapter 4: Analysis and Findings ................................................................................................. 50
Method of Synthesis ................................................................................................................. 55
Quality Appraisal .......................................................................................................... 55
Coding Summary ................................................................................................................... 60
Coding Results .............................................................................................................. 61
First Cycle Coding, A Priori, In Vivo. ........................................................................... 61
Second Cycle Coding. .................................................................................................... 65
Third Cycle Coding. ....................................................................................................... 66
SME Coordination ................................................................................................................. 70
Findings and Discussion ........................................................................................................ 71
Finding 1: Boost Psychological Safety ......................................................................... 72
Psychological Safety. ..................................................................................................... 72
Behavior. ........................................................................................................................ 72
Open Minds. ................................................................................................................... 73
Structure. ........................................................................................................................ 74
Individual and Organizational Levels. ........................................................................... 76
Transformation. .............................................................................................................. 76
Finding Summary. .......................................................................................................... 77
Finding 2: Forge Collaboration ..................................................................................... 78 MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE ix
Influence of Collaboration. ............................................................................................. 79
Collaborative Planning. .................................................................................................. 81
Engagement. ................................................................................................................... 82
Mitigating Conflict. ........................................................................................................ 83
Finding Summary. .......................................................................................................... 83
Finding 3: Foster Self-Awareness ................................................................................. 84
Growing Self-Awareness. ............................................................................................... 86
Training Self-Awareness. ............................................................................................... 88
Finding Summary. .......................................................................................................... 90
Revised Conceptual Model/Framework ................................................................................ 91
CERQual Quality Assessment ............................................................................................... 92
Chapter Summary .................................................................................................................. 98
Chapter 5: Conclusions and Implications ................................................................................... 100
Review of the Research .......................................................................................................... 100
Answer to the Research Question........................................................................................ 101
Summary of Finding 1: Boosting Psychological Safety ..............................................101
Summary of Evidence. ................................................................................................. 102
Implications. ................................................................................................................. 103
Summary of Finding 2: Forging Collaboration ............................................................103
Summary of Evidence. ................................................................................................. 104
Implications. ................................................................................................................. 105
Summary of Finding 3: Fostering Self-Awareness ......................................................105
Summary of Evidence. ................................................................................................. 105
Implications. ................................................................................................................. 106
Recommendations for Management .................................................................................... 107
First Recommendation: EI Assessment .......................................................................109
Second Recommendation: Program Development .......................................................112
Train AI Application ........................................................................................................... 115
Third Recommendation: Professional Support ............................................................117 MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE x
Professional Sources. .................................................................................................... 117
Corporate Training Materials. ...................................................................................... 118
Coursera. ....................................................................................................................... 118
Center for Appreciative Inquiry. .................................................................................. 119
Limitations of the Study ...................................................................................................... 119
Contributions to Scholarship and Practice .......................................................................... 120
Areas for Future Research ................................................................................................... 120
Final Summary and Conclusion .............................................................................................. 121
References .................................................................................................................................. 124 Appendix A. Subject Matter Expert (SME) Communication/Log ............................................. 138
Appendix B. Quality Appraisal Scores of Selected Articles ...................................................... 145
Appendix C. Data Points by Sources and Categories ................................................................. 146
Appendix D. Sample Quotes, Codes, Category, and Theme with Supporting Sentences .......... 147
Appendix E. Findings by Sources ............................................................................................... 150
Appendix F. Mini Self-Awareness Inventory ............................................................................. 151
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE 1
List of Tables
Table 1 Research Question Development ..................................................................................... 8
Table 2 Appreciative Inquiry Stages, Purpose, Tasks, and Outcomes ......................................... 26
Table 3 Appreciative Inquiry Core Guiding Principles ................................................................ 30
Table 4 Internal Validity Support ................................................................................................. 38
Table 5 Search String Results ....................................................................................................... 41
Table 6 TAPUPAS Description and Rating Categories ................................................................ 44
Table 7 Coding Process ................................................................................................................ 47
Table 8 CERQual Assessment Components .................................................................................. 47
Table 9 Descriptive Statistics........................................................................................................ 53
Table 10 A-Priori Code Results .................................................................................................... 62
Table 11 In-Vivo Code Results ...................................................................................................... 63
Table 12 Code Mergers ................................................................................................................. 64
Table 13 Category Codes .............................................................................................................. 66
Table 14 Boost Psychological Safety – Behavior………………………….…………..…………..….69
Table 15 Boost Psychological Safety – Structure…………….………………..………………...…….69
Table 16 Forge Collaboration - Collaboration…………………………………………….……….…70
Table 17 Forge Collaboration – Engagement…………………………………………..……….…….70
Table 18 Foster Self-Awareness - Progression………………………………………………..….……71
MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE 2
Table 19 Self-Awareness Development ......................................................................................... 85
Table 20 CERQual Assessment ..................................................................................................... 94
Table 21 SPACE Mnemonic Supporting EI Growth Training .................................................... 113
Table 22 Training Scorecard ...................................................................................................... 114
Table 23 Emotional Intelligence Stages & SOAR....................................................................... 115 MANAGEMENT STRATEGIES FOR EMOTIONAL INTELLIGENCE 3
List of Figures
Figure 1. Initial Conceptual Model for A
Leadership Impacts on Diversity, Equity, and Inclusion Outcomes in a Changing Business Landscape
No full textWhile workforces are becoming more diverse, organizational leaders in the US face the
challenge of effectively managing and leveraging those workers in a dynamic sociopolitical
climate. Some individuals and governments in the US are rallying against DEI efforts while
leaders try to create just and equitable workplaces for employees. A qualitative, systematic
review was performed to answer the research question: What DEI strategies can organizational
leaders utilize to impact positive DEI outcomes in a changing business landscape? Based on
evidence collected from 31 articles, eight findings in five categories were identified for leader
strategies that improve DEI outcomes: (1a) leaders facilitating DEI efforts at the worker level,
(1b) leaders who advocate for workers, (2a) leaders who can positively affect strategic
organizational behaviors and attitudes, (2b) leaders who can positively change strategic
organizational practices and policies, (3) leaders implement evidence-based training initiatives
for specific audiences, (4a) leaders adopt a transparent communication strategy for high-level
communications, (4b) leaders adopt an open, supportive communication strategy for low-level communications, and (5) leaders need to shape their organizational culture to reinforce strategies
and create a climate which encourages DEI. Based on the evidence-based findings,
recommendations for business leaders are presented along with research limitations and
recommendations for future researchABSTRACT
Title of Dissertation:
LEADER IMPACTS ON DIVERSITY, EQUITY, AND INCLUSION OUTCOMES IN A CHANGING BUSINESS LANDSCAPE
Joanna Lew, Doctor of Business Administration, 2024
While workforces are becoming more diverse, organizational leaders in the US face the challenge of effectively managing and leveraging those workers in a dynamic sociopolitical climate. Some individuals and governments in the US are rallying against DEI efforts while leaders try to create just and equitable workplaces for employees. A qualitative, systematic review was performed to answer the research question: What DEI strategies can organizational leaders utilize to impact positive DEI outcomes in a changing business landscape? Based on evidence collected from 31 articles, eight findings in five categories were identified for leader strategies that improve DEI outcomes: (1a) leaders facilitating DEI efforts at the worker level, (1b) leaders who advocate for workers, (2a) leaders who can positively affect strategic organizational behaviors and attitudes, (2b) leaders who can positively change strategic organizational practices and policies, (3) leaders implement evidence-based training initiatives for specific audiences, (4a) leaders adopt a transparent communication strategy for high-level communications, (4b) leaders adopt an open, supportive communication strategy for low-level communications, and (5) leaders need to shape their organizational culture to reinforce strategies and create a climate which encourages DEI. Based on the evidence-based findings, recommendations for business leaders are presented along with research limitations and recommendations for future research.
Keywords: diversity, equity, inclusion (DEI), leadership, organizational justice theory (OJT), systematic review
LEADER IMPACTS ON DIVERSITY, EQUITY, AND INCLUSION OUTCOMES IN A CHANGING BUSINESS LANDSCAPE
By
Joanna Lew
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:
Dr. Mary Jo Anderson
Dr. Lisa Pearo
Dr. Raymond Marbury
Date of Oral Defense: 09/12/2024 © Copyright by
Joanna Lew
2024
ii
Preface
I gratefully acknowledge the Susquehannock and Piscataway Peoples, whose ancestral homelands this work was done on, and the diverse and vibrant Native communities who make their home there today (Smithsonian Institution, 2024). I want to acknowledge the need to respect, protect, and honor the people and history of this area (Native Governance Center, 2024).
I recognize that as a White, cis-gender woman, I come into the DEI discussion with certain privileges. DEI discussions benefit from diverse perspectives while valuing and boosting the perspectives of individuals from systemically marginalized communities. With this in mind, I have worked with my peers, subject matter experts, and editor to reduce bias in presenting this topic. This effort is significant in ensuring that the scholarly work represents the data and does not represent a particular worldview or work to advance an agenda.
iii
Dedication
I dedicate this to my family. Without their support and understanding, this would not have been possible. Jim Lew—my support, my partner, thank you. Joseph and Rose—your help and encouragement have pushed me, always in a good direction. Theresa, thank you for your help along the way and your consistent belief in me. Matt, thank you for your optimism and support, as always. Thank you, Mom and Dad, for showing me the value of hard work. And to F.D.D. Lew, thank you for your useful contributions to the discussion; you are missed. iv
Acknowledgments
I would not be here without Sharetta Slones and Michael Kadas, who helped kick-start my DEI journey. Our work together changed my life, and I am better for it. Thanks for teaching me the proper “No Scrubs” way. Thank you also to the Women in Nuclear (WIN) organization, my first employee resource group (ERG), which showed me the value of affinity groups and introduced me to many intelligent and capable women throughout the years.
Thank you to my cohort and all my classmates at UMGC for their help, critiques, feedback, and great attitudes. I would not have been successful without your support along the way. I hope that I have provided in kind. I am indebted to you all. Thank you to my other subject matter expert, Chyna Bowen, who has offered great insights and support during my research. Many thanks to my editor, Amanda Marsico, whose professionalism and hard work I am so grateful for. Thanks to Emanu Garnheim for permission to use your incredible artwork; your cartoon helped facilitate the discussion of presenting a complicated topic. Thank you.
Finally, I am thankful to my dissertation committee and readers. Thanks also to my second reader, Dr. Pearo, for your feedback and advice during the dissertation process. Furthermore, Dr. Marbury, thank you genuinely for your input and invaluable perspectives. Above all, I thank my advisor and chair, Dr. Anderson, who guided me through this process. Your help and support have been invaluable to me on this journey. v
Table of Contents
Preface............................................................................................................................................ ii
Dedication ..................................................................................................................................... iii
Acknowledgments......................................................................................................................... iv
Table of Contents ............................................................................................................................ v
List of Tables ............................................................................................................................... viii
List of Figures ............................................................................................................................... ix
List of Abbreviations ...................................................................................................................... x
Chapter 1: Introduction and Overview of the Business Problem ................................................... 1
Background and Overview ......................................................................................................... 2
Movements Advocating for DEI ............................................................................................. 3
DEI as a Partisan Issue ............................................................................................................ 6
Problem Statement ...................................................................................................................... 7
Problem Significance .............................................................................................................. 7
Business Problem .................................................................................................................... 9
The Research Question ............................................................................................................... 9
Rationale for the Study ............................................................................................................. 10
Representation ....................................................................................................................... 10
Hiring and Retention ............................................................................................................. 11
Potential Challenges .............................................................................................................. 12
Theoretical Lens........................................................................................................................ 12
Organizational Justice Theory vs. Culture Theory ............................................................... 13
Organization of the Dissertation ............................................................................................... 14
Chapter 2: Scoping Literature Review and Theoretical Frame .................................................... 15
Literature Review Framework .............................................................................................. 15
Literature Landscape ................................................................................................................. 16
Foundational Influences ........................................................................................................ 16
DEI Strategies ....................................................................................................................... 18
Leadership in Changing Landscapes..................................................................................... 20
Leaders’ Impact on DEI ........................................................................................................ 21
Theoretical Framework ............................................................................................................. 21
Perspective Rationale ............................................................................................................ 24
Concepts and Definitions ...................................................................................................... 26
Scoping and Framework Limitations .................................................................................... 29
Chapter Summary ..................................................................................................................... 30
Literature Review Summary ................................................................................................. 30
Theory Framework Summary ............................................................................................... 31
Literature and Scope Limitations .......................................................................................... 31
Chapter 3: Method ........................................................................................................................ 33
Evidence-Based Research Framework ..................................................................................... 33
Systematic Review Process ................................................................................................... 34
Review Initiation ....................................................................................................................... 34
Research Question................................................................................................................. 35
Contemporary Sociopolitical Challenges.............................................................................. 35
Search Strategy ......................................................................................................................... 36 vi
Search Terms......................................................................................................................... 36
Search Process....................................................................................................................... 37
Inclusion and Exclusion Criteria ........................................................................................... 38
Screening and Selection ........................................................................................................ 39
Quality Appraisal ...................................................................................................................... 40
Method of Quality Appraisal of the Included Studies .......................................................... 40
Scoring Appraised Articles ................................................................................................... 41
Data Extraction ..................................................................................................................... 41
Subject Matter Experts .............................................................................................................. 42
Analysis and Synthesis Methodology ....................................................................................... 42
Method of Synthesis.............................................................................................................. 43
GRADE-CERQual ................................................................................................................ 44
Chapter Summary ..................................................................................................................... 44
Chapter 4: Analysis and Findings ................................................................................................. 46
Review of the Research Question ............................................................................................. 46
Description of the Data Set ....................................................................................................... 46
Results of the Quality Appraisal of the Data Set ...................................................................... 49
Coding and Analysis of the Body of Evidence ......................................................................... 52
First Cycle Coding ................................................................................................................ 53
Second Cycle Coding ............................................................................................................ 54
Results of the Synthesis of the Articles in the Data Set ............................................................ 57
Theme 1 – Leader strategies that are worker-focused on the individual level support workers through professional development, advocacy, and engagement. .......................................... 58
Theme 2 – Leader actions at the organizational level shape the climate and drive change and commitment. ......................................................................................................................... 59
Theme 3 – Organizations strategically deploy DEI training with evidence-based approaches to address DEI in the organization. ....................................................................................... 61
Theme 4 – Effective communication strategies help businesses shape their DEI messages and affect the impact of DEI strategies. ................................................................................ 62
Theme 5 – Leader behaviors shape business culture. ........................................................... 63
Summary of Synthesis .......................................................................................................... 64
Findings.................................................................................................................................... 65
Worker Focused .................................................................................................................... 66
Organizationally Led............................................................................................................. 69
Education and Training Needs .............................................................................................. 72
Communication Strategies .................................................................................................... 73
Cultural Influences and Impacts ........................................................................................... 76
Summary of Findings ............................................................................................................ 77
CERQual of Findings ............................................................................................................ 78
Chapter Summary ..................................................................................................................... 81
Chapter 5: Conclusions and Implications ..................................................................................... 83
Review of the Research ............................................................................................................ 83
Review of the Problem .......................................................................................................... 84
Body of Evidence .................................................................................................................. 84
Answer to the Research Question ............................................................................................. 84
Finding 1a: Management Implications ..................................................................................... 86 vii
Recommendations ................................................................................................................. 87
Limitations and Constraints .................................................................................................. 88
Finding 1b: Management Implications ..................................................................................... 88
Recommendations ................................................................................................................. 89
Limitations and Constraints .................................................................................................. 89
Finding 2a: Management Implications ..................................................................................... 89
Recommendations ................................................................................................................. 90
Limitations and Constraints .................................................................................................. 91
Finding 2b: Management Implications ..................................................................................... 91
Recommendations ................................................................................................................. 92
Limitations and Constraints .................................................................................................. 92
Finding 3: Management Implications ....................................................................................... 92
Recommendations ................................................................................................................. 93
Limitations and Constraints .................................................................................................. 93
Finding 4a: Management Implications ..................................................................................... 94
Recommendations ................................................................................................................. 94
Limitations and Constraints .................................................................................................. 95
Finding 4b: Management Implications ..................................................................................... 95
Recommendations ................................................................................................................. 96
Limitations and Constraints .................................................................................................. 96
Finding 5: Management Implications ....................................................................................... 96
Recommendations ................................................................................................................. 97
Limitations and Constraints .................................................................................................. 97
Limitations of the Study and Areas for Future Research .......................................................... 98
Limitations of the Study ........................................................................................................ 98
Areas for future research ....................................................................................................... 99
Final Summary and Conclusion ..........................
Effectiveness of Artificial Techniques in Detecting Financial Statement Fraud
No full textFinancial statement fraud poses a significant threat to the integrity of financial markets, eroding
trust and causing substantial economic losses. Traditional fraud detection methods often struggle
to address increasingly sophisticated fraudulent schemes, highlighting the need for more
advanced solutions (Kessenich & Jermakowicz, 2024). This systematic review critically assesses
the role of Artificial Intelligence (AI) in improving the detection and prevention of financial
statement fraud. Through a comprehensive analysis of existing literature, the study highlights
AI’s ability to identify complex fraudulent patterns and anomalies within financial statements—
capabilities that traditional methods often lack (Castelli & Jermakowicz, 2024). The review
underscores AI’s strengths in advanced data processing, pattern recognition, and predictive
analytics as essential tools in combating financial fraud. However, it also acknowledges
challenges such as data quality issues, ethical considerations, and the ongoing need for algorithm
refinement. The findings advocate for a balanced approach that integrates AI with conventional
techniques, leveraging AI’s transformative capabilities while addressing its limitations. This
research contributes to the discourse on financial integrity by offering practical insights for
practitioners, policymakers, and researchers to navigate the complexities of financial statement
fraud in the digital era.i
ABSTRACT
Title of Dissertation:
EFFECTIVENESS OF ARTIFICIAL TECHNIQUES IN DETECTING FINANCIAL STATEMENT FRAUD
Arlene Chun,
Doctor of Business Administration, 2024
Financial statement fraud poses a significant threat to the integrity of financial markets, eroding trust and causing substantial economic losses. Traditional fraud detection methods often struggle to address increasingly sophisticated fraudulent schemes, highlighting the need for more advanced solutions (Kessenich & Jermakowicz, 2024). This systematic review critically assesses the role of Artificial Intelligence (AI) in improving the detection and prevention of financial statement fraud. Through a comprehensive analysis of existing literature, the study highlights AI’s ability to identify complex fraudulent patterns and anomalies within financial statements—capabilities that traditional methods often lack (Castelli & Jermakowicz, 2024). The review underscores AI’s strengths in advanced data processing, pattern recognition, and predictive analytics as essential tools in combating financial fraud. However, it also acknowledges challenges such as data quality issues, ethical considerations, and the ongoing need for algorithm refinement. The findings advocate for a balanced approach that integrates AI with conventional techniques, leveraging AI’s transformative capabilities while addressing its limitations. This research contributes to the discourse on financial integrity by offering practical insights for practitioners, policymakers, and researchers to navigate the complexities of financial statement fraud in the digital era.
Keywords: artificial intelligence, financial statement fraud, fraud detection, systematic review, evidence-based management ii
EFFECTIVENESS OF ARTIFICIAL TECHNIQUES IN DETECTING FINANCIAL STATEMENT FRAUD
by
Arlene Chun
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
Committee Members:
Dr. Rimi Zakaria (Chair)
Dr. Raymond Marbury (Co-Chair)
Dr. Trina Shields (Co-Chair)
Dr. Jan Tucker (Advisor)
Dr. Monica Sava (Advisor)
iii
© Copyright by
Arlene Chun
2024
iv
Dedication
To my dear husband, Yi Jen, for your unwavering support and encouragement throughout this journey. To my sons, Winston and Willington, my daughter-in-law, Romona, and my granddaughter, Annabelle, for your love, patience, and constant motivation. This accomplishment is dedicated to all of you, with my deepest gratitude and love.
v
Acknowledgments
I would like to express my deepest gratitude to my family—my husband, Yi Jen; my sons, Winston and Willington; my daughter-in-law, Romona; and my granddaughter, Annabelle—for their unwavering support, patience, and encouragement throughout this demanding journey. Your belief in me and constant motivation have been my source of strength. This accomplishment would not have been possible without your love and understanding, and for that, I am forever grateful.
I am also profoundly thankful for the guidance and support of my dissertation committee: Dr. Rimi Zakaria, Dr. Raymond Marbury, and Dr. Trina Shields. Your insights, feedback, and dedication have been invaluable in shaping this dissertation. I sincerely appreciate my advisors, Dr. Jan Tucker and Dr. Monica Sava, whose expertise and encouragement have greatly enriched my research process.
vi
Table of Contents
ABSTRACT ................................................................................................................................................................ I
DEDICATION ......................................................................................................................................................... IV
ACKNOWLEDGMENTS ......................................................................................................................................... V
TABLE OF CONTENTS ........................................................................................................................................ VI
LIST OF TABLES ..................................................................................................................................................... X
LIST OF FIGURES ................................................................................................................................................. XI
CHAPTER 1: INTRODUCTION AND OVERVIEW OF THE MANAGEMENT PROBLEM .......................... 1
BACKGROUND AND OVERVIEW ................................................................................................................................. 2
PROBLEM STATEMENT .............................................................................................................................................. 3
PURPOSE OF THE STUDY AND THE RESEARCH QUESTION ........................................................................................... 4
RATIONALE FOR THE STUDY ..................................................................................................................................... 7
DISCUSSION OF CONCEPTS AND THEMES ................................................................................................................... 8
DEFINITIONS AND TERMINOLOGY ............................................................................................................................ 10
CHAPTER SUMMARY ............................................................................................................................................... 13
ORGANIZATION OF THE DISSERTATION .................................................................................................................... 13
CHAPTER 2: SCOPING LITERATURE REVIEW AND THEORETICAL FRAMEWORK ......................... 15
THEORETICAL FRAMEWORK ................................................................................................................................... 15
Anomaly Detection Theory ................................................................................................................................ 16
Other Theories Considered ................................................................................................................................ 20
EVOLUTION OF FRAUD DETECTION METHODS ......................................................................................................... 21
Historical Development of Fraud Detection Methods ........................................................................................ 22
Emergence of Statistical Techniques .................................................................................................................. 22
Impact of Financial Market Complexity on Fraud Detection ............................................................................. 23
Role of AI in Fraud Detection ............................................................................................................................. 25
CONCEPTUAL FRAMEWORK .................................................................................................................................... 29
Core Components of the Conceptual Framework ............................................................................................... 30
The Role of ADT in Enhancing Fraud Detection ................................................................................................ 31
Feedback Loops and Continuous Improvement .................................................................................................. 31
External Factors Influencing Fraud Detection ................................................................................................... 32 vii
CHAPTER SUMMARY ............................................................................................................................................... 32
CHAPTER 3: METHODOLOGY ........................................................................................................................... 34
EVIDENCE-BASED RESEARCH FRAMEWORK ............................................................................................................ 34
RESEARCH DESIGN ................................................................................................................................................. 35
Type of Research ................................................................................................................................................ 36
Rationale for Methodology Choice ..................................................................................................................... 37
Systematic Review Process ................................................................................................................................ 39
DATA COLLECTION METHODS ................................................................................................................................ 43
Overview of Methods ......................................................................................................................................... 43
Databases Searched ........................................................................................................................................... 44
Search Strategy .................................................................................................................................................. 45
Inclusion and Exclusion Criteria ........................................................................................................................ 48
QUALITY APPRAISAL TOOLS ................................................................................................................................... 49
DATA ANALYSIS AND SYNTHESIS METHODS ........................................................................................................... 52
Overview of the Process..................................................................................................................................... 52
Unitization ......................................................................................................................................................... 53
Deductive Coding .............................................................................................................................................. 54
Inductive Coding ................................................................................................................................................ 56
Refinement and Categorization ........................................................................................................................... 59
Thematic Analysis .............................................................................................................................................. 64
VALIDITY AND RELIABILITY ................................................................................................................................... 68
ETHICAL CONSIDERATIONS ..................................................................................................................................... 70
Application to the Study ..................................................................................................................................... 71
SUBJECT MATTER EXPERTS .................................................................................................................................... 72
CHAPTER SUMMARY ............................................................................................................................................... 74
CHAPTER 4: ANALYSIS AND FINDINGS .......................................................................................................... 75
REVIEW OF THE RESEARCH QUESTION ..................................................................................................................... 75
DESCRIPTION OF THE DATA SET .............................................................................................................................. 76 viii
Data Sources ...................................................................................................................................................... 76
Results of the Quality Appraisal ......................................................................................................................... 79
Data Characteristics .......................................................................................................................................... 82
DERIVING FINDINGS FROM THEMES ........................................................................................................................ 90
Finding 1: AI Techniques Enhance the Precision and Accuracy of Fraud Detection ........................................ 92
Finding 2: The Integration of AI Into Existing Governance and Regulatory Ethical Frameworks Remains a Challenge ......................................................................................................................................... 93
Finding 3: Continuous Adaptation and Innovation in AI Are Crucial for Addressing the Evolving Nature of Fraud ................................................................................................................................................. 94
Summary of Findings ......................................................................................................................................... 95
Unanticipated Discoveries Additional Insights .................................................................................................. 95
CERQUAL ASSESSMENT ......................................................................................................................................... 97
CERQual Application Example .......................................................................................................................... 98
Assessment Results ........................................................................................................................................... 100
CONCEPTUAL MODEL REVISED............................................................................................................................. 102
The Revised Conceptual Model ........................................................................................................................ 102
Alignment with ADT Principles ........................................................................................................................ 106
Expansion of ADT with AI Techniques ............................................................................................................. 107
CHAPTER SUMMARY ............................................................................................................................................. 108
CHAPTER 5: CONCLUSIONS AND IMPLICATIONS ..................................................................................... 109
REVIEW OF THE RESEARCH ................................................................................................................................... 109
Theoretical Framework ................................................................................................................................... 110
Methodology .................................................................................................................................................... 111
ANSWER TO THE RESEARCH QUESTION ................................................................................................................. 112
MANAGEMENT IMPLICATIONS & RECOMMENDATIONS .......................................................................................... 114
Enhancing Decision-Making With AI-Based Fraud Detection Tools ............................................................... 114
Improving Audit Quality and Efficiency with AI Integration ............................................................................ 115
Balancing AI with Internal and External Checks and Oversight ...................................................................... 115 ix
Addressing Transparency and Trust in AI-Driven Systems .............................................................................. 116
Leveraging AI for Predictive Analytics and Risk Management ........................................................................ 116
Training and Education for AI Implementation ................................................................................................ 117
LIMITATIONS OF THE STUDY AND AREAS FOR FUTURE RESEARCH ........................................................................ 117
Limitations of the Study ................................................................................................................................... 117
Areas for Future Research ............................................................................................................................... 119
FINAL SUMMARY & CONCLUSION ......................................................................................................................... 121
REFERENCES ....................................................................................................................................................... 124
APPENDIX A .......................................................................................................................................................... 142
APPENDIX B .......................................................................................................................................................... 145
APPENDIX C .......................................................................................................................................................... 146
APPENDIX D .......................................................................................................................................................... 150
APPENDIX E .......................................................................................................................................................... 153
APPENDIX F .......................................................................................................................................................... 155
APPENDIX G ......................................................................................................................................................... 158
APPENDIX H ......................................................................................................................................................... 161
x
List of Tables
Table 1
Context, Intervention, Mechanism, and Outcome Framework ......................................................................... 6
Table 2
Search Strings ................................................................................................................................................ 47
Table 3
Quality Assessment Rating System—Criterion Level .................................................................................... 51
Table 4
Example of Quality Assessment Summary—Overall Level .......................................................................... 51
Table 5
Alignment of Deductive Codes with CIMO and ADT Elements ................................................................... 56
Table 6
Alignment of Deductive and Inductive Codes ................................................................................................ 58
Table 7
Overview of Categories and Assigned Codes ................................................................................................. 60
Table 8
Distribution of Codes Across Multiple Categories ......................................................................................... 63
Table 9
Overview of Themes and Categories .............................................................................................................. 65
Table 10
Credentials of Subject Matter Experts .................................
Organizational Agility: Strategies for Multinational and Crosscultural Organizations
No full textOrganizations around the world are experiencing unprecedented levels of volatility, uncertainty,
complexity and ambiguity. Organizational agility has been proved to be an effective way to not
just survive but thrive in an environment marked by near-constant change. However,
implementing organizational agility can prove to be difficult for some organizations, leading to
significant financial and performance issues. However, the interplay between organizational
agility and national cultural differences remains an understudied phenomenon. This systematic
review addresses the identified gap in the literature concerning the relationship between national
cultural difference and the implementation of organizational agility. The review question
answered is: What strategies can organizations employ to counteract the challenges in achieving
organizational agility posed by national cultural differences? Employing an evidence-based
management approach and a qualitative systematic review methodology, this study synthesizes
the findings from 35 relevant prime research papers that address the defined components of
organizational agility and Hofstede’s cultural dimensions. Utilizing dynamic capabilities as the theoretical lens three strategies emerged: understanding the barriers to agility posed by national
cultural dimensions, tailoring organizational agility implementation programs to the local
culture, and adapting leadership style to the national culture in the organization. These
strategies will allow organizations to exercise their dynamic capabilities and become agile.ORGANIZATIONAL AGILITY AND NATIONAL CULTURE i
Abstract
Title of Dissertation: ORGANIZATIONAL AGILITY: STRATEGIES FOR
MULTINATIONAL AND CROSSCULTURAL
ORGANIZATIONS
Julie M. Donahue
Doctor of Business Administration, 2024
Organizations around the world are experiencing unprecedented levels of volatility, uncertainty,
complexity and ambiguity. Organizational agility has been proved to be an effective way to not
just survive but thrive in an environment marked by near-constant change. However,
implementing organizational agility can prove to be difficult for some organizations, leading to
significant financial and performance issues. However, the interplay between organizational
agility and national cultural differences remains an understudied phenomenon. This systematic
review addresses the identified gap in the literature concerning the relationship between national
cultural difference and the implementation of organizational agility. The review question
answered is: What strategies can organizations employ to counteract the challenges in achieving
organizational agility posed by national cultural differences? Employing an evidence-based
management approach and a qualitative systematic review methodology, this study synthesizes
the findings from 35 relevant prime research papers that address the defined components of
organizational agility and Hofstede’s cultural dimensions. Utilizing dynamic capabilities as the
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE ii
theoretical lens three strategies emerged: understanding the barriers to agility posed by national
cultural dimensions, tailoring organizational agility implementation programs to the local
culture, and adapting leadership style to the national culture in the organization. These
strategies will allow organizations to exercise their dynamic capabilities and become agile.
Keywords: organizational agility, dimensions of national culture, dynamic capabilities
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE iii
ORGANIZATIONAL AGILITY: STRATEGIES FOR MULTINATIONAL AND CROSS-CULTURAL
ORGANIZATIONS
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
By
Julie M. Donahue
Dissertation Committee:
Dr. Rimi Zakaria
Dr. Raymond Marbury
Dr. Trina Shields
Oral Defense: 12/4/2024
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE iv
© Copyright by
Julie M. Donahue
2024
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE v
Dedication
This dissertation would not be possible without the love and support of my family and
friends. Mari and Sarah, your love and support provide me with the inspiration to continually
work to better myself. You have shaped who I am today more than you can ever know. You are
the reason I work hard every day.
To my dad, Bob, thanks for believing in me and pushing me to believe in myself. To my
mom, Sally, I wish you could be here to see me cross the stage one more time.
To my friends who are like family, Karen, Jen, Laura, Kim and Karen, thank you for
keeping me sane over the last three years, encouraging me to take breaks, jump in the boat, play
pool, and understanding and supporting me when I couldn’t take a break.
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE vi
Acknowledgements
The completion of this dissertation has been challenging and rewarding. It would not
have been possible without the help of a number of people. I would like to take a moment to
acknowledge some of the individuals who helped guide me through this process.
First, I would like to thank my dissertation chair, Dr. Rimi Zakari. From our first meeting
discussing my ill-formed ideas for a dissertation topic through my oral defense, you have helped
me to think critically about my topic and articulate myself throughout this process. Thank you
for your encouragement and guidance.
To the UMGC professors and staff who have aided and supported me over the last three
years, I thank you. In particular, Marina Caminis thank you for our virtual lunches and all of
your support to the DBA program over the years. Cynthia Thomes, your unwavering support and
assistance has been invaluable over the last three years. You are truly a godsend to this program.
Finally, Dr. Marcia Bouchard, thank you for teaching me the process, to follow the process and
to trust the process. I feel certain I would not have gotten through the last 3 terms writing this
dissertation had I not first learned the process from you.
To Karen Bossi, my friend and editor in chief, thank you for taking countless hours to
redline my dissertation. I apologize for every randomly capitalized word and double space on
every page. This manuscript is far better than it would otherwise have been.
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE 1
Contents
ORGANIZATIONAL AGILITY: STRATEGIES FOR MULTINATIONAL AND CROSS-CULTURAL
ORGANIZATIONS ................................................................................................. iii
Contents ......................................................................................................................................... 1
List of Tables ................................................................................................................................. 4
List of Figures ................................................................................................................................ 5
Chapter 1: Introduction and Overview of the Management Problem ............................................. 6
Background and Overview ....................................................................................................... 7
Problem Statement and Significance of the Problem .......................................................... 10
Purpose of the Study and the Research Question ................................................................ 12
Rationale for the Study or Significance of the Study ........................................................... 14
Discussion of Concepts ............................................................................................................ 15
Chapter Summary ................................................................................................................... 16
Organization of the Dissertation ............................................................................................ 16
Chapter 2: Scoping Literature Review and Theoretical Frame .................................................... 17
Literature Landscape .............................................................................................................. 17
National Culture .................................................................................................................. 17
Organizational Agility ......................................................................................................... 23
Organizational Agility and National Culture ....................................................................... 25
Theoretical Framework .......................................................................................................... 26
Evolution of Dynamic Capabilities from Resource-Based View (RBV) ......................... 26
Dynamic Capabilities .......................................................................................................... 27
Dynamic Capabilities and National Culture ..................................................................... 29
Theoretical Framework of Dynamic Capabilities ............................................................ 30
Conceptual Framework .......................................................................................................... 30
Chapter Summary ................................................................................................................... 31
Chapter 3: Method ........................................................................................................................ 32
Review Design and Methodology ........................................................................................... 32
The Evidence-Based Research Framework ...................................................................... 32
Systematic Reviews .............................................................................................................. 33
Systematic Review Process ................................................................................................. 34
Search Strategy .................................................................................................................... 35
Method of Quality Appraisal of the Included Studies ..................................................... 37
PRISMA Diagram ............................................................................................................... 40
Data Extraction .................................................................................................................... 40
Analysis and Synthesis Methodology .................................................................................... 41
CERQual ................................................................................................................................. 42
Subject Matter Experts ........................................................................................................... 43
Chapter Summary ................................................................................................................... 44
Chapter 4: Analysis and Findings ................................................................................................. 45
Reconnecting to the Research Question ................................................................................ 45
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE 2
The Data Set ............................................................................................................................. 45
Results of the Quality Appraisal Process .............................................................................. 46
Description of the Data Corpus .............................................................................................. 47
Source Analysis ........................................................................................................................ 49
First Cycle Coding ................................................................................................................... 49
Second Cycle Coding ............................................................................................................... 50
Thematic Development ........................................................................................................... 52
Results ..................................................................................................................................... 55
Relationship to Dynamic Capabilities ................................................................................... 70
Chapter Summary ................................................................................................................... 72
Chapter 5: Recommendations and Conclusion ............................................................................. 73
Summary of the Research ....................................................................................................... 73
Answer to the Research Question .......................................................................................... 75
Management Recommendations ............................................................................................ 76
Recommendation 1: Understand the dimensions of national culture of the country or
countries and how they support or inhibit organizational agility. .................................. 76
Recommendation 2: When implementing agility in a cross-cultural or multinational
setting, tailor initiatives to the local culture. ..................................................................... 78
Recommendation 3: Leaders must be aware of local cultural influences and be able to
adapt their leadership style to foster the environment needed for an agile organization.
.............................................................................................................................................. 83
Limitations ............................................................................................................................... 86
Completion of the Study by One Researcher .................................................................... 86
Anglophone/United States Centric Research .................................................................... 87
Use of Hofstede’s Model of Culture ................................................................................... 87
Use of the Components of Agility ....................................................................................... 88
Contributions to Scholarship and Practice ........................................................................... 89
Contributions to Practice .................................................................................................... 89
Contribution to Scholarship ............................................................................................... 89
Areas for Future Research ..................................................................................................... 90
Final Summary and Conclusions ........................................................................................... 91
References .................................................................................................................................... 94
Appendix A ................................................................................................................................ 110
Professional Biography ............................................................................................................... 110
Appendix B ................................................................................................................................ 111
UMGC One Source Database (as of April 2024) ....................................................................... 111
Appendix C ................................................................................................................................ 112
Subject Matter Expert Interview ................................................................................................. 112
Appendix D ................................................................................................................................ 113
MMAT Quality Appraisals ......................................................................................................... 113
Appendix E- Code Category Map ............................................................................................... 149
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE 3
Appendix F................................................................................................................................. 150
Codes- Category- Theme Map .................................................................................................... 150
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE
4
List of Tables
Table 1 .......................................................................................................................................... 14
Table 2 .......................................................................................................................................... 36
Table 3 .......................................................................................................................................... 37
Table 4 .......................................................................................................................................... 39
Table 5 .......................................................................................................................................... 41
Table 6 .......................................................................................................................................... 44
Table 7 .......................................................................................................................................... 47
Table 8 .......................................................................................................................................... 48
Table 9 .......................................................................................................................................... 50
Table 10 ........................................................................................................................................ 51
Table 11 ........................................................................................................................................ 53
Table 12 ........................................................................................................................................ 54
Table 13 ........................................................................................................................................ 55
Table 14 ........................................................................................................................................ 57
Table 15 ........................................................................................................................................ 61
Table 16 ........................................................................................................................................ 65
Table 17 ........................................................................................................................................ 70
Table 18 ........................................................................................................................................ 78
Table 19 ........................................................................................................................................ 80
Table 20 ........................................................................................................................................ 85
ORGANIZATIONAL AGILITY AND NATIONAL CULTURE
5
List of Figures
Figure 1 The "Onion Diagram" .................................................................................................... 18
Figure 2 ......................................................................................................................................... 18
Figure 3 Hofstede’s Dimensions of Culture .................................................................................. 23
Figure 4 Dynamic Capabilities Framework ................................................................................. 30
Figure 5 Conceptual Framework .................................................................................................. 31
Figure 6 ......................................................................................................................................... 34
Figure 7 ......................................................................................................................................... 42
Figure 8 ......................................................................................................................................... 46
Figure 9 ......................................................................................................................................... 48
Figure 10 ....................................................................................................................................... 48
Figure 11 ....................................................................................................................................... 52
Figure 12 ....................................................................................................................................... 54
Figure 13 .....
Setting the Stage for Effective Cross-Cultural Negotiations: a Systematic Review
No full textEffective negotiation is an essential skill for business leaders and managers. Cultural differences,
however, can present significant challenges in the negotiation process. This dissertation examines crosscultural negotiations through a systematic review of existing literature, focusing on the roles of cultural
intelligence and emotional intelligence. The research question guiding this study is: which cultural
intelligence and emotional intelligence factors influence the effectiveness of cross-cultural business
negotiations? While previous research has predominantly focused on cultural and emotional intelligence
separately, this study takes a holistic approach to offer insights into successfully reaching agreements in
cross-cultural settings. The analysis and synthesis of 47 articles revealed four findings to help answer the
research question. First, cultural values, cultural intelligence, and emotional intelligence significantly
influence negotiation styles. Second, negotiation styles alone are insufficient to determine the
effectiveness of cross-cultural negotiations. Third, the negotiation context influences how cultural and
emotional intelligence impact cross-cultural negotiations. Lastly, interpersonal communication is crucial
for negotiators’ effectiveness in cross-cultural negotiations. Based on the findings, effective conflict
management requires recognizing and analyzing the context and nature of conflict, developing selfawareness and an understanding of other negotiators, learning from others, regulating emotions,
fostering strong relationships, and maintaining adaptability and flexibility. Additionally, practitioners should emphasize developing interpersonal communication skills, which are the foundation for
navigating and succeeding in cross-cultural negotiations.ABSTRACT
Title of Dissertation:
SETTING THE STAGE FOR EFFECTIVE CROSS-CULTURAL NEGOTIATIONS: A SYSTEMATIC REVIEW
Kathy Chi Won So,
Doctor of Business Administration, 2024
Effective negotiation is an essential skill for business leaders and managers. Cultural differences, however, can present significant challenges in the negotiation process. This dissertation examines cross-cultural negotiations through a systematic review of existing literature, focusing on the roles of cultural intelligence and emotional intelligence. The research question guiding this study is: which cultural intelligence and emotional intelligence factors influence the effectiveness of cross-cultural business negotiations? While previous research has predominantly focused on cultural and emotional intelligence separately, this study takes a holistic approach to offer insights into successfully reaching agreements in cross-cultural settings. The analysis and synthesis of 47 articles revealed four findings to help answer the research question. First, cultural values, cultural intelligence, and emotional intelligence significantly influence negotiation styles. Second, negotiation styles alone are insufficient to determine the effectiveness of cross-cultural negotiations. Third, the negotiation context influences how cultural and emotional intelligence impact cross-cultural negotiations. Lastly, interpersonal communication is crucial for negotiators’ effectiveness in cross-cultural negotiations. Based on the findings, effective conflict management requires recognizing and analyzing the context and nature of conflict, developing self-awareness and an understanding of other negotiators, learning from others, regulating emotions, fostering strong relationships, and maintaining adaptability and flexibility. Additionally, practitioners should emphasize developing interpersonal communication skills, which are the foundation for navigating and succeeding in cross-cultural negotiations.
Keywords: cross-cultural, cultural intelligence, emotional intelligence, negotiation
BREAK
SETTING THE STAGE FOR EFFECTIVE CROSS-CULTURAL NEGOTIATIONS: A SYSTEMATIC REVIEW
By
Kathy Chi Won So
Dissertation Committee:
Dr. Lisa Pearo, Chair
Dr. Mary Jo Anderson
Dr. Richard Milter
Oral Defense: September 5, 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
© Copyright by
[Kathy Chi Won So]
2024
SETTING THE STAGE FOR EFFECTIVE NEGOTIATIONS
ii
Acknowledgments
I am deeply grateful to those who have supported and encouraged me throughout this journey. First and foremost, I would like to express my heartfelt gratitude to my husband, Brian. Your unwavering support, patience, encouragement, and extraordinary editing skills have been my greatest strength. Thank you for always believing in me. Your love, understanding, and help have been the foundation upon which I have built this accomplishment.
To my amazing children, Evie and Eli, thank you for your understanding and patience over the past few years. You have been a source of constant joy and inspiration, reminding me of the importance of perseverance and dedication. I hope this achievement is a testament to the value of hard work and lifelong learning.
I am also deeply indebted to my dissertation chair, Dr. Pearo, whose guidance, expertise, insightful feedback, and kindness have been invaluable throughout this process. Your commitment to my success has been evident in every meeting, every piece of advice, and every word of encouragement. Thank you for pushing me to think critically and believing in my ability to achieve this goal.
Furthermore, I would like to express my deepest gratitude to the members of my dissertation committee, Dr. Anderson and Dr. Milter. Your expertise, guidance, and the time and effort you have invested in helping me refine my research have been instrumental in my success. I sincerely appreciate your contributions to my journey.
Lastly, I wish to thank everyone else who has been a part of this journey, including friends, family members, and my fantastic cohort. Your encouragement and support have meant the world to me.
Thank you all for helping me reach this milestone.
SETTING THE STAGE FOR EFFECTIVE NEGOTIATIONS
iii
Table of Contents
Acknowledgments ........................................................................................................................................ ii
Table of Contents ......................................................................................................................................... iii
List of Tables ................................................................................................................................................. v
List of Figures ............................................................................................................................................... vi
Chapter 1: Introduction and Overview of the Management Problem .......................................................... 1
Background and Overview ........................................................................................................................ 2
Problem Statement and Significance of the Problem ............................................................................... 4
Purpose of the Study and the Research Question .................................................................................... 6
Organization of the Dissertation ............................................................................................................... 7
Chapter 2: Scoping Literature Review and Theoretical Frame ...................................................................... 8
Cross-Cultural Negotiations...................................................................................................................... 8
Cultural Intelligence (CQ) ........................................................................................................................ 10
The Four Dimensions of CQ ................................................................................................................ 11
Beyond CQ .......................................................................................................................................... 12
Emotional Intelligence (EQ) ..................................................................................................................... 13
Four Categories of the Ability Model of EQ ........................................................................................ 14
Beyond EQ .......................................................................................................................................... 15
Hofstede’s Six Cultural Dimensions ......................................................................................................... 16
Power Distance .................................................................................................................................. 17
Uncertainty Avoidance ........................................................................................................................ 17
Individualism Versus Collectivism ....................................................................................................... 17
Masculinity Versus Femininity ............................................................................................................ 18
Long-Term Versus Short-Term Orientation ........................................................................................ 18
Indulgence Versus Restraint ............................................................................................................... 18
Other Individual Factors .......................................................................................................................... 19
Personality Traits................................................................................................................................ 19
Individual Motivation .......................................................................................................................... 20
Cognitive Abilities............................................................................................................................... 21
Negotiation Approaches .......................................................................................................................... 21
Theoretical Framework ........................................................................................................................... 22
Social Cognitive Theory ....................................................................................................................... 22
Conceptual Framework ........................................................................................................................... 25
Chapter Summary ................................................................................................................................... 27
Chapter 3: Method ..................................................................................................................................... 28
The Evidence-Based Research Framework ............................................................................................. 28
Evidence-Based Management (EBM) ................................................................................................. 28
Systematic Reviews ............................................................................................................................. 29
Review Initiation ..................................................................................................................................... 29
Search Strategy ....................................................................................................................................... 31
Search Terms ...................................................................................................................................... 32
Search Process ................................................................................................................................... 33
Inclusion and Exclusion Criteria .......................................................................................................... 33
Quality Appraisal .................................................................................................................................... 34
Method of Quality Appraisal of the Included Studies ........................................................................ 35
Data Extraction ....................................................................................................................................... 37
Subject Matter Experts ............................................................................................................................ 37 SETTING THE STAGE FOR EFFECTIVE NEGOTIATIONS
iv
Analysis and Synthesis Methodology ...................................................................................................... 38
Method of Synthesis ........................................................................................................................... 39
Coding Process ................................................................................................................................... 39
CERQual Method ................................................................................................................................ 40
Chapter Summary ............................................................................................................................... 40
Chapter 4: Analysis and Findings ................................................................................................................. 41
Review of the Research Question ........................................................................................................... 41
Description of the Data Set ..................................................................................................................... 41
Results of the Quality Appraisal of the Data Set ..................................................................................... 43
Coding and Analysis ................................................................................................................................ 48
First-Cycle Coding ............................................................................................................................... 48
Second-Cycle Coding ........................................................................................................................... 49
Results of the Synthesis of the Articles in the Data Set .......................................................................... 52
Meta-theme 1: Effectiveness in Cross-Cultural Negotiations is Not Solely Determined by Negotiation Style ................................................................................................................................ 52
Meta-theme 2: Context Influences Effectiveness in Cross-Cultural Negotiations ............................. 55
Meta-theme 3: Interpersonal Communication Influences Effectiveness in Cross-Cultural Negotiations ....................................................................................................................................... 58
Summary of the Synthesis Results ...................................................................................................... 61
CERQual Method ................................................................................................................................ 61
Chapter Summary ................................................................................................................................... 64
Chapter 5: Conclusions and Implications .................................................................................................... 65
Review of the Research ........................................................................................................................... 65
Answer to the Research Question ........................................................................................................... 66
Practical Implications for Management .................................................................................................. 66
Implication 1. While Negotiation Style is a Relevant Factor, A Deeper Exploration of Conflict Types is Necessary to Comprehend Negotiation Dynamics Fully ................................................................. 67
Implication 2. Others Involved in the Negotiation Significantly Impact the Dynamics of a Negotiation ........................................................................................................................................ 68
Implication 3. Interpersonal Communication Skills Are Imperative for Effective Cross-Cultural Negotiations ....................................................................................................................................... 70
Limitations of the Study and Areas for Future Research ........................................................................ 72
Limitations of the Study ...................................................................................................................... 72
Areas for Future Research .................................................................................................................. 73
Final Summary and Conclusion ............................................................................................................... 74
References .................................................................................................................................................. 75
Appendix A .................................................................................................................................................. 93
Appendix B .................................................................................................................................................. 94
Appendix C .................................................................................................................................................. 97
Appendix D ................................................................................................................................................ 112
Appendix E ................................................................................................................................................ 115
Appendix F ................................................................................................................................................ 116
Appendix G................................................................................................................................................ 121
Appendix H ................................................................................................................................................ 122
SETTING THE STAGE FOR EFFECTIVE NEGOTIATIONS
v
List of Tables
Table 1........................................................................................................................................................... 7
Table 2......................................................................................................................................................... 32
Table 3......................................................................................................................................................... 34
Table 4......................................................................................................................................................... 36
Table 5......................................................................................................................................................... 42
Table 6......................................................................................................................................................... 49
Table 7......................................................................................................................................................... 51
Table 8......................................................................................................................................................... 61
Table 9......................................................................................................................................................... 62 SETTING THE STAGE FOR EFFECTIVE NEGOTIATIONS
vi
List of Figures
Figure 1 ....................................................................................................................................................... 23
Figure 2 ....................................................................................................................................................... 26
Figure 3 ....................................................................................................................................................... 30
Figure 4 ....................................................................................................................................................... 43
Figure 5 ....................................................................................................................................................... 44
Figure 6 ....................................................................................................................................................... 45
Figure 7 .............................................................................