The National University System Repository exists to increase public access to research and other materials created by students and faculty of the affiliate institutions of National University System. Most items in the repository are open access, freely available to everyone.
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Item Employee Perceptions of AI-Driven Performance Management Systems: Impacts on Motivation, Fairness, and Trust(2026-05)AI-driven performance management systems are increasingly adopted to improve efficiency and objectivity in employee evaluations, yet their influence on employees' psychological and relational workplace experiences remains underexplored. This qualitative phenomenological study explored how these systems affect employee motivation, trust, and perceptions of fairness. Grounded in self-determination theory and organizational justice theory, data were collected through semi-structured interviews with eight U.S.-based employees with at least six months of direct experience with AI-supported performance management. Interviews were conducted remotely, transcribed verbatim, and analyzed thematically using NVivo. The analysis identified mixed motivational effects: participants reported heightened motivation when systems delivered timely feedback and improved efficiency, but diminished motivation when systems appeared opaque or context-insensitive. Trust was conditional, with participants consistently preferring hybrid models that integrated AI analytics with human managerial judgment. Fairness perceptions were negatively impacted by limited transparency and restricted opportunities for voice or appeal. Collectively, the results indicate that system effectiveness depends less on technological capability than on organizational commitment to transparency, fairness, and human-centered oversight. Practitioners are encouraged to adopt hybrid models, clarify evaluation criteria, establish mechanisms for employee voice, and design systems that support intrinsic motivation. Future research should employ larger, more diverse samples alongside longitudinal and mixed-methods designs to broaden and validate these findings.Item A Best Practice Handbook on Effective Collaboration for Faith Leaders and Licensed Mental Health Clinicians(2026-05)Faith leaders and mental health clinicians are important people of power. They have the ability to shift an entire community with their words. Many individuals that have a mental health disorder and a strong faith background tend to rely heavily on their faith community even when they need additional support from the mental health community. The problem addressed in this project was the lack of collaboration between licensed mental health clinicians and faith leaders who work with congregants who suffer from mental health illnesses. The purpose of this qualitative project was to explore the barriers of effective collaboration between faith leaders and mental health clinicians, so that congregants who struggle with mental health disorders can have support from faith leaders and mental health clinicians simultaneously. Helene Anderson’s collaboration dialogue theory was used as the guiding theoretical framework for the project. This scholar explored how language, knowledge, being/belonging is the foundation to collaborative dialogue and how faith leaders and mental health clinicians interpret information and understanding from each other’s perspective. Twelve participants participated in this project consisting of six mental health clinicians and six faith leaders. The project question explored what was needed to develop a best practice handbook to increase collaboration between licensed mental health clinicians and faith leaders who work with congregants who suffer from mental health disabilities. Data was collected using semi-structured interviews. NVivo 15 software was used for data analysis, and three major themes emerged, including building relationships, barriers to collaboration, and the impact of mental health in the place of worship. The findings of this project suggested that faith leaders and mental health clinicians have barriers related to trusting one another. It is recommended that faith leaders and mental health clinicians complete training on building relationships through training and education and remove barriers to collaboration.Item A Qualitative Phenomenological Research Study on the Underrepresentation of Black Women in the C-suite of Fortune 500 Companies(2026-03)Black women remain significantly underrepresented in executive leadership roles within Fortune 500 companies despite increased participation in the professional workforce and attainment of advanced education. This persistent disparity reflects a critical organizational and social problem that disproportionately impacts Black women professionals, corporations, and broader economic stakeholders by limiting diverse leadership perspectives and equitable access to power. The problem addressed in this study is the underrepresentation of Black women in the c-suite of Fortune 500 companies. The purpose of this qualitative phenomenological study is to explore how sponsorship and direct advocacy affect Black women’s ability to obtain c-suite leadership roles in Fortune 500 companies, guided by the matrix of domination framework, which examines the interconnected effects of race, gender, and class on access to power and opportunity. This study utilized a qualitative phenomenological research design to depict the lived experiences of Black women who have worked in Fortune 500 companies and attained middle management roles but did not reach the c-suite. A purposive sample of participants engaged in in-depth interviews. Data were collected through recorded interviews. Findings revealed that limited access to influential sponsors, inconsistent direct advocacy from senior leaders, and exclusion from high-visibility networks significantly constrained participants’ advancement to executive leadership roles. The study concludes that organizational leadership practices must move beyond symbolic diversity efforts to implement intentional sponsorship structures and accountability mechanisms that address systemic inequities. Implications include the need for formalized sponsorship initiatives and leadership development strategies tailored to Black women. Future research should examine organizational implementation models and longitudinal outcomes related to sponsorship and direct advocacy interventions.Item Personal Wellness, Job Satisfaction, and Turnover Intention Amongst Long-term Care Administrators(2026-05)Turnover of administrators in long-term care has exceeded 43% and appears to be increasing. High turnover and an increasing need for nursing home services has detrimental effects resulting in a diminishing pool of qualified administrators, long-term care organizations going out of business, and seniors becoming homeless. The problem addressed by this study was high turnover among administrators in assisted living and skilled nursing facilities. The purpose of this quantitative correlational multiple regression study was to investigate how personal wellness domains and job satisfaction levels may predict job turnover intention among skilled nursing and assisted living administrators throughout the United States. This study utilized the personal wellness model in a non-experimental quantitative correlational research design in survey format. The study included 109 participants, 99 administrators fully completed the survey which consisted of the perceived wellness scale, The Minnesota Satisfaction Questionnaire Short Form, and the Turnover Intention Scale-6. The results were analyzed using Pearson correlation coefficient, hierarchical regression, and simple linear regression analysis. The findings demonstrated perceived personal wellness composite score has a significant negative relationship with turnover intention (N = 102, df = 100, r = -.422, p < .05). The spiritual wellness domain (b = -.253, t (91) = -2.08, p = .040) and job satisfaction (b = -.239, t (91) = -6.16, p < .001) are significant negative predictors of turnover intention. The physical (b = .544, t (92) = 2.35, p = .021) and intellectual wellness (b = .748, t (92) = 2.39, p = .019) domains are positive predictors of job satisfaction. Results suggest a support system focused on the spiritual, intellectual, and physical domains, may increase job satisfaction and reduce turnover intention. It is recommended policy makers allocate funding while employers and IO Psychologists implement programs to support administrator wellness; specifically, the spiritual, physical, and intellectual domains. Administrators should be supported through programs focused upon these specific wellness domains to enhance job satisfaction and reduce turnover intention. Future researchers could conduct a study that implements focus groups and explores mechanisms on how personal wellness and job satisfaction influences their decision making in the workplace.Item A Best Practices Resource Guide for MFTs Collaborating with African American Females in Therapy(2025-04)A Best Practices Resource Guide for MFTs Collaborating with African American Females in Therapy This project investigates the reasons African American females seek therapy from professionals based on both their qualifications and ethnicity, emphasizing the essential role of cultural similarity in establishing psychological safety.
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