2018 Management and Organization Dissertations

Upcoming dissertation events from the Department of Management and Organization.

Eli AwtreyEli Awtrey’s Dissertation Defense, Wednesday May 23, 12:00 – 2:00p, EXEC 310.

The Microdynamics of Team Diversity and Collaboration Networks
– Eli Awtrey.

Abstract:

Current team diversity research is largely equivocal regarding the direct effects of intrateam differences on team processes and performance.  In response, scholars encourage a more complex and multi-level approach to understanding this phenomenon.  In this dissertation, I contribute to this effort by theorizing an emergent network approach to team diversity—that is, a dyadic and structural approach to interpersonal differences.  Given the historical and current emphasis on collective-level theories and measures of diversity in the team literature, I argue that this perspective will provide a more detailed account of the perceptions and behaviors associated with differences within teams.  Through this paradigm, I ask two interrelated research questions.  First, how does the structure of team diversity impact dyadic task-related collaboration over time within the team?  Second, how does the heterogeneity of dyadic collaboration affect team performance?  These questions are tested with a combination of archival and laboratory data using stochastic actor-oriented models (SAOMs), which enables the prediction of network evolution over time.

Jared MillerJared Miller’s Dissertation Defense, Thursday May 31, 1:00 – 3:00p, PCAR 556.

The Under-appreciation of Feeling Appreciated: Identifying and Measuring a Critical Bridge Construct
— Jared Miller.

Abstract:

Feeling appreciated is an important part of both individuals’ social self-perceptions and relational interchange. It undergirds a number of foundational organizational constructs; and yet, as a unique management construct, feeling appreciated is essentially unrecognized and wholly underdeveloped. Over five interrelated chapters my dissertation develops a foundation for conceptualizing, measuring and researching feeling appreciated. Results indicate that feeling appreciated reflects perceptions of the individuals’ warmth and/or competence and thus serves as a strong common thread linking numerous foundational OB concepts and constructs. Additionally, I show that feeling appreciated is an important factor driving both self-concerned and other-oriented organizational outcomes.