國立虎尾科技大學 |

Improving Employee Engagement During Organizational Change Through a Focus on Leadership Characteristics.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Improving Employee Engagement During Organizational Change Through a Focus on Leadership Characteristics./
作者:	Smith, Laura M.
面頁冊數:	1 online resource (185 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-10(E), Section: A.
Contained By:	Dissertation Abstracts International79-10A(E).
標題:	Education. -
電子資源:	click for full text (PQDT)
ISBN:	9780438025004

Improving Employee Engagement During Organizational Change Through a Focus on Leadership Characteristics.
Smith, Laura M.

Improving Employee Engagement During Organizational Change Through a Focus on Leadership Characteristics. - 1 online resource (185 pages)

Source: Dissertation Abstracts International, Volume: 79-10(E), Section: A.

Thesis (Ed.D.)--Creighton University, 2018.

Includes bibliographical references

With the frequency of organizational change that is seen in for-profit colleges and universities and the impact of organizational change on employees, the discussion of engaging employees during change is critical to successful change management practices. To research the purpose of the study and evaluate the ways in which leadership and their leadership characteristics were able to engage employees during organizational change, the researcher conducted an instrumental case study at the parent company of two forprofit universities that undertook a significant organizational change. This change merged the academic operations of the two universities and created one shared department. The case study involved participant interviews, a review of archival materials related to the change event, and observations to evaluate the current state of the merged department. The study uncovered six main themes that guided the presentation and analysis of the findings. As a result of the findings of the study and evaluation of the themes, the aim was to create leadership training that would help leaders implement the characteristics that were identified as having the ability to create a supportive and engaging environment during and following change. In the evaluation of the themes, a gap was detected in the planning of the change event and the impact that had on engagement. As a result, recommendations were provided to close this gap and improve change planning processes. Leadership characteristics that created the engaging environment under study were identified and linked to servant and inclusive leadership, and recommendations for training developing the characteristics were provided.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780438025004Subjects--Topical Terms:

555912
Education.
Index Terms--Genre/Form:

554714
Electronic books.

Improving Employee Engagement During Organizational Change Through a Focus on Leadership Characteristics.
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500 $a Source: Dissertation Abstracts International, Volume: 79-10(E), Section: A.
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502 $a Thesis (Ed.D.)--Creighton University, 2018.
504 $a Includes bibliographical references
520 $a With the frequency of organizational change that is seen in for-profit colleges and universities and the impact of organizational change on employees, the discussion of engaging employees during change is critical to successful change management practices. To research the purpose of the study and evaluate the ways in which leadership and their leadership characteristics were able to engage employees during organizational change, the researcher conducted an instrumental case study at the parent company of two forprofit universities that undertook a significant organizational change. This change merged the academic operations of the two universities and created one shared department. The case study involved participant interviews, a review of archival materials related to the change event, and observations to evaluate the current state of the merged department. The study uncovered six main themes that guided the presentation and analysis of the findings. As a result of the findings of the study and evaluation of the themes, the aim was to create leadership training that would help leaders implement the characteristics that were identified as having the ability to create a supportive and engaging environment during and following change. In the evaluation of the themes, a gap was detected in the planning of the change event and the impact that had on engagement. As a result, recommendations were provided to close this gap and improve change planning processes. Leadership characteristics that created the engaging environment under study were identified and linked to servant and inclusive leadership, and recommendations for training developing the characteristics were provided.
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538 $a Mode of access: World Wide Web
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