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Browsing by Author "Johnson, Stefanie K., advisor"

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    Family-friendly benefits, organizational culture, and applicant attraction
    (Colorado State University. Libraries, 2009) Baranczyk, Michele Chapin, author; Johnson, Stefanie K., advisor
    In this study, family-friendly organizational benefits and family-friendly culture are examined with regard to applicant attraction. A pilot study helped determine the perceived monetary value of organizational benefits by potential employees. For the main study, two samples were obtained: a college student sample with 291 participants and a current job-seeker sample with 152 participants. Participants were assigned to view 1 of 4 job advertisements, comprised of high or low family-friendly benefits, and high or low family-friendly culture. Analysis of Variances (ANOVAs) results indicated no main effects of family-friendly benefits or cultures. However, significant effects were detected when adding sex and future family intentions into the analysis using 3-way ANOVAs. Results indicate sex differences between males and females in both the student and current job-seeking sample. Implications and future research are discussed.
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    Leaders in the nonprofit sector: leader and organizational level predictors of leader engagement in self-development activities
    (Colorado State University. Libraries, 2010) Putter, Stefanie E., author; Kraiger, Kurt, 1957-, advisor; Johnson, Stefanie K., advisor; Steger, Michael F., committee member; Chermack, Thomas J., committee member
    The purpose of the current study was to better understand the individual and organizational antecedents of leader self-development in the nonprofit sector. Data were collected from 94 nonprofit leaders and 340 nonprofit employees and volunteers. Individual-level analyses revealed that three leader characteristics (developmental efficacy, learning adaptability, and propensity to self-develop) significantly predicted multiple indicators of leader engagement in self-development activities. Multi-level analyses failed to support the expected relationship between organizational-level characteristics (organizational support for development, organizational barriers to development, learning environment) and leader engagement in self-development activities. Finally, five interactions of leader and organizational characteristics significantly predicted leader self-development outcomes, but were in the opposite direction than expected. Implications and opportunities for future research on leader self-development are discussed.