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Grinning to bare it: A look into Delta Dental’s total rewards transformation in a time of transparency & changing expectations
Get PDFToday\u27s complex working landscape demands transparency, the ability to quickly adapt to a dynamic and rapidly changing market, and a careful balancing of evolving employee expectations with business realities. In this presentation we explore Delta Dental’s multi-year strategic initiative to drastically overhaul its approach to the Employee Value Proposition and Total Rewards. Utilizing a comprehensive, employee-focused approach, the Delta Dental People Organization set out to create the foundation for a long-lasting, agile Total Rewards program that meets the ultimate goals of empowering employees, fostering a positive culture, and strengthening Delta Dental’s bottom line. Included is a discussion of each phase in the initiative, beginning with the identification and assessment of the need, moving into solution development and implementation strategy, and concluding with a look into the preliminary data on program outcomes
Building a Culture for Total Organizational Health in a Higher Education Environment
Get PDFSince January 2023, a large scale (i.e., full institution) effort has been underway to transform the culture of The University of Tennessee at Chattanooga to one of Total Organizational Health. This TOH@UTC initiative is dedicated to cultivating a healthier and more engaged campus environment within this university. We are using data-driven and evidence-based practices to help protect and promote healthy and safe work experiences for all employees at UTC. Additional objectives are to enhance employee engagement, build a more supportive workplace culture, and become an employer of choice regionally and within the broader university system. In this session, an overview of this initiative will be provided, with a special emphasis on how this work aligns with this conference\u27s themes (e.g., how this initiative is having a positive impact on the extent to which staff and faculty employees increasingly see this university as an employer of choice and understand the value they can create within their work and the value their work can create for them). This ongoing initiative is an example of a Total Worker Health(R) initiative that has been broadened to also address a variety of organizational-level outcomes and needs (hence the Total Organizational Health label). The underlying framework supporting this initiative is the U.S. Surgeon General’s (2022) framework for Mental Health & Well-Being in the Workplace and the widely used IGLOO model of multilevel assessment and intervention; both of these core elements will be discussed in this presentation. This session will also provide an opportunity to discuss strategies for managing change and engaging a large number of key stakeholders in an organizational development and change process. This session will also include some discussion about how this initiative transforms from its current form into something more sustainable long-term for this particular university and how this initiative might be able to scale to be applied to the broader university system and/or other similar organizations
Role Overload and Productivity: The Mediating Role of Effort and Stress
Get PDFThe goal of this research is to examine whether stress and effort mediate the relationship between role overload (RO) and productivity from a sample of 283 participants recruited from Amazon’s Mechanical Turk. Participants completed the survey items at three time points, with an interval of two weeks between each administration. Participants were employed and worked at least 30 hours per week. On average, participants were 38.36 (SD = 10.72) years old. Approximately 54.06% were male, 45.58% were female, and 0.36% did not specify. Participants were White (79.50%), Asian (12.72%), Black or African American (4.94%), or other (2.84%). We measured stress using a 10-item scale from Cohen et al. (1983), productivity using 3-items from an adapted measure from Aboelmaged & Subbaugh (2012), effort with 2- items from an adapted measure from Lee & Kim (2020), and RO with 5- items from Spector & Jex (1998). The temporal sequence of the variables was that RO was measured at Time 1, effort and stress at Time 2, and productivity at Time 3. We used PROCESS macro (i.e., model 4) to test parallel mediation whereby we examined the indirect effects of RO on productivity through effort and stress. Bootstrapping procedures with 95% confidence intervals (10,000 iterations) were used to test the model. The total effect was not significant, R = .01, F(1, 281) = .03. The direct effect was not significant when the mediators were present, b = -0.02, SE = .07, p = .74. The first indirect effect tested if effort mediated the relationship between RO and productivity, and was significant, indirect effect = 0.07, bootSE = 0.03 bootCI [0.01, 0.13]. Second, the indirect effect assessed if stress mediated the relationship between RO and productivity and was significant, but negative, indirect effect = -0.03, bootSE = 0.02 bootCI [-0.07, -0.00]. Our research has implications for both research and practice. This study not only highlights two processes through which role stressors influence productivity, but also shed light on the positive and negative consequences of role overload. Our results indicate that role overload can simultaneously produce a stress response while motivating employees to put in the effort to complete their tasks. While the positive effects of role overload (i.e., increased effort) may be appealing to organizations, in light of the negative consequences of role overload, it is important for organizations to be aware of employee workload levels to reduce negative effects
Like a good neighbor, State Farm\u27s OD insights are there
Get PDFThis abstract details my internship experience at State Farm where I contributed to organizational development initiatives while gaining hands-on experience in applying research to corporate challenges. State Farm is one of the largest insurance and financial services companies in the United States and is recognized for its strong customer focus and comprehensive range of products, including auto, home, life, and health insurance. I secured my internship position with State Farm after initially applying through LinkedIn for an Industrial-Organizational Psychology internship. Shortly after, I was contacted by a recruiter regarding a separate, but equally exciting, internship opportunity with the Organizational Development (OD) team. During my internship, I worked alongside the Organizational Effectiveness department and the Strategic Workforce Planning department (integral departments to the OD team) to conduct research on critical topics such as span of control and demand planning for future skills. I developed concise literature reviews to support the creation of various organizational development tools and strategies and ensure that they were grounded in the latest research. My work contributed to the organization’s efforts to refine its management structures and plan for future talent needs. This experience allowed me to directly contribute to the organization’s decision-making processes by applying theoretical concepts to practical challenges. Beyond my work in OD, I worked on an intern capstone project aimed at enhancing the intern experience. This was a collaborative effort with other HR interns in which we developed strategies and recommendations to improve the intern program. This internship experience aligns closely with the conference themes of Employee Value Propositions (EVPs), becoming an employer of choice, and managing employee expectations. By developing tools that help leaders make data-driven decisions regarding organizational design, the work I was involved in supports the company\u27s efforts to attract and retain top talent. Additionally, my focus on demand planning for future skills highlights State Farm\u27s commitment to staying ahead of workforce trends, thus positioning itself as an employer of choice by proactively managing employee expectations and preparing the organization for the evolving needs of its workforce. I learned valuable lessons about translating theoretical research into practical applications. I also gained insights into how to navigate a relationship-oriented organization, particularly in a virtual work environment. Overall, I gained a deeper understanding of how OD principles can be applied within a large established corporation and strengthened my ability to operate in a collaborative virtual work environment
Perceptions of Postpartum Disclosure on LinkedIn: The Role of Disclosure Level and Position of Power
Get PDFThis in-progress research study will examine perceptions of women who disclose postpartum depression (PPD) on LinkedIn, addressing the broader topic of mental health disclosure in professional settings. The discourse on leader vulnerability, highlighted by Brené Brown (2018), emphasizes the benefits of transparency in leadership, such as fostering authenticity, trust, and inclusivity in the workplace. However, while the value of authenticity is recognized, the perceptions and potential biases that arise when leaders—particularly women—disclose stigmatizing information like PPD are not well understood. This gap is critical, as it can have significant implications for women’s career trajectories. Using a 3 (Disclosure: absent, partial, and full) x 2 (Power: entry-level employee, director) experimental vignette design, this research presents simulated LinkedIn profiles featuring women leaders who vary in their levels of PPD disclosure—from full, partial, to no disclosure. The study aims to assess how different levels of PPD disclosure affect perceptions of warmth, competence, authenticity, resilience, professionalism, and leadership potential. Drawing from stereotype and identity management theories, it is hypothesized that higher levels of PPD disclosure may enhance perceptions of warmth and authenticity but potentially undermine perceptions of competence, professionalism, and leadership potential. Additionally, the discloser\u27s position of power is expected to moderate these relationships, where higher-status women may face different evaluative outcomes compared to those in lower positions when disclosing PPD. Two-way factorial ANOVAs will be conducted across each dependent variable: (1) warmth, (2) competence, (3) authenticity, (4) resilience, (5) professionalism, and (6) leadership potential. For each hypothesis we will look at the F-Statistic to determine whether to accept or reject the null hypotheses. If ANOVA results indicate any significant main effects or interactions (ɑ = 0.05) of disclosure level and/or job level, a post hoc test will be conducted to identify where the differences exist between groups. The anticipated findings of this study will contribute to the understanding of how mental health disclosures, particularly those related to PPD, affect women’s professional reputations and opportunities for career advancement. This study will inform organizational and online practices that encourage safe, supportive spaces for mental health conversations without inadvertently harming women\u27s career prospects
Phantom jam Sybil attack in connected vehicular networks
Get PDFVehicular Ad-hoc Networks (VANETs) are vulnerable to Sybil attacks, mostly due to the lack of encryption in BSMs. In VANETs, multiple digital certificates (pseudonyms) are assigned to each vehicle to ensure their privacy. However, malicious nodes can exploit these pseudonyms to create ghost vehicles, inducing fake traffic jams and disturbance to other vehicles which may lead to accidents. In this work, we have developed the first sophisticated sybil attack, in which an attacker uses legitimate pseudonyms to create multiple ghost vehicles. These ghost vehicles transmit realistic kinematic data, using trajectory formulas and road maps. Additionally, the ghost vehicles randomly simulate sudden brakes before acceleration to cause sudden reactions from surrounding vehicles, potentially leading to collisions. The attack was tested using a mainstream simulation framework. Our experimental results demonstrate that the proposed attack is evasive to the state-of-the-art misbehavior detection systems
Cracking
No full textThis thesis contains two parts: A craft paper on plot structure and five chapters of a nonfiction memoir about my experiences growing up transgender in the South. The craft paper explores alternative plot structure techniques used to convey transgender narratives in the nonfiction memoir She’s Not There: A Life in Two Genders by Jennifer Boylan and the literary fiction novel Detransition, Baby by Torey Peters. The creative portion contains five essay chapters from Cracking, a memoir that follows my transition from a child exploring my gender identity while suffering the societal and religious influence of a small, southern town to an adult who accepted my gender identity, transitioned, and realized that the town I grew up in may no longer be the safe place I once thought it was
Perceptions of factors from MBA students at small regional universities that enhance, improve, and impact individual behavior as measured by environmental working scales
Get PDFOrganizations are continually trying to impact individual behavior so their employees will be motivated toward organizational objectives. The goal or intent of all organizations is to identify the impact the specific factors, engagement, leadership methods, and reward systems, can have on the motivation of employees toward organizational goals or objectives. The goal of this research is to identify if a relationship exists between the perceptions of Master of Business (MBA) students in regional universities toward the above-mentioned factors that improve, impact, and enhance their behavior toward organizational goals as indicated by each area’s impact on the work environment scale. Research will consist of a questionnaire to graduate level students to determine at what level these factors are perceived to have an impact on this scale
Factors contributing to viewing automobile commuting as a waste of time
Get PDFMany commuters view their commute as a waste of time. Although there is an ample amount of research on commuting, there is limited research on what negatively impacts the commuting experience. The current study sought to evaluate the relationship between commuters and their everyday commute. The following factors (i.e., gender identity, age, length, unpredictability, delays, time pressures, and congestion) were evaluated to predict seeing one’s commute as a waste of time. We hypothesized that men and younger commuters, as well as those who were unsatisfied with the length, unpredictability, delays, time pressures, and congestion during the commute, would find their commutes more of a waste of time. We also predicted that those who used their commute productively would not see it as a waste of time. For this study, 490 participants took an online survey. Using hierarchical multiple regressions, we found that gender identity, length, unpredictability, and time pressures predicted seeing one’s commute to work as a waste of time. The same predictors, except for time pressures, that were significant for commuting to work were also significant predictors from work. However, delays and congestion were additional predictors. Women reported that they viewed their commute to and from work as more of a waste of time. Limitations and future directions are discussed
Analyzing information diffusion in social media networks
Get PDFSocial media is a dynamic platform where a wide range of information is shared, including both true and false content, and it involves interactions between human users and social bots. This study investigates information diffusion patterns on X (formerly Twitter) by analyzing retweet (repost) network topologies. The results reveal distinct behavioral patterns for humans and bots when spreading true and false information, highlighting the need for further examination of their roles in information dissemination. Moreover, this study tackles the challenge of differentiating between broadcast and viral information diffusion on X, acknowledging the possibility of genuine information also being potentially misleading. Using observational data from retweet networks, a novel deterministic causal inference method is developed to classify diffusion types based on causality rather than structural virality. This innovative approach offers a valuable tool for assessing source credibility and aiding in identifying deceptive content. Importantly, there is potential for its extension to other social media platforms, offering a comprehensive strategy to comprehend and navigate information diffusion in the digital age