GSLC Dissertations : New and Featured

Kelly Bleach, Ph.D.  [C 18]  2022

Click-Enter-Send: The Relationship Experiences of People Who are Blind or Visually Impaired in Text-Based Workspaces

https://aura.antioch.edu/etds/894/

 

 

 

From the abstract: 

"Companies have increasingly turned to text-based communications to recruit, hire, and manage a distributed remote workforce. For people who are blind or visually impaired, this movement presents both challenges and opportunities for attaining and retaining employment. Does the potential isolation of telework have a negative effect on workplace relationships for people who are blind or visually impaired? Does participation in text-based workspaces mitigate stereotypes and stigmatization experienced by people with visible disabilities? Using a constructivist grounded theory framework, this study explored how people who are blind or visually impaired experience relationships in text-based workspaces. Building and maintaining social connections and networks is critical for employment success, so understanding the factors at play in text-based workplace communications is key. Interviews with 18 blind or visually impaired professionals revealed a number of ways individuals connected with colleagues, cultivated professional identity, and built extended networks. This happened despite challenges from technologies and organizational processes that failed to account for employees who are visually impaired. This investigation resulted in the development of an emergent theory and a model that can advance policies and practices for employers and for employment training and support programs."

From the AURA: Antioch University Repository and Archive Page

Kelly Bleach, Ph.D., has focused her career on forward-thinking management practices with a commitment to facilitating a fully accessible and inclusive workplace. She worked at the American Foundation for the Blind (AFB) for more than twenty-five years, leading areas such as information technology, human resources, finance, and program evaluation. She stepped down from her full-time role as Chief Business Officer to pursue her Ph.D. at Antioch University, but continued as Internal Consultant, Special Projects and served for nearly a year as Interim Director of Research.

Kelly applies leadership and change theory to examine promising and best practices for leveraging technology to advance inclusion of people with disabilities. She earned a M.S. in Computer Information Systems from the University of Phoenix and a B.S. in Business Administration from the University of Florida. She is certified as a Project Management Professional (PMP) and as a Human Services Executive Leader through the Indiana University Lilly Family School of Philanthropy and ASU Lodestar Center for Philanthropy & Nonprofit Innovation. Dr. Bleach currently serves on the board of the Vision Loss Alliance of New Jersey.

Read more about Dr. Kelly Bleach and download this dissertation at https://aura.antioch.edu/etds/894/

Pamela J. Viscione, Ph.D.  [C 18]  2022

Exploring the Career Advancement Experience of Black Women on Their Journey to Executive Levels in Large American Corporations

https://aura.antioch.edu/etds/892/

 

 

 

From the abstract: 

"Corporations began hiring Black people into management positions in the 1960s and 1970s following the passage of the Civil Rights Act (1964) which made it unlawful to discriminate in hiring based on race, gender, religion, or country of origin. Black men were the first to benefit from this change in the law and Black women began to appear in entry level management roles in the 1980s. Forty years later, there have only been four Black women CEOs in the history of the Fortune 1000, the largest American companies based on reported revenues. This level of representation is closer to zero than 1 % despite over 6 % of the American population self-reporting as Black or African American women. The purpose of this study was to explore the career advancement journey of Black women who achieved the executive level in Fortune 1000 companies to identify what events were most critical in helping or hindering their career advancement. The research design was an exploratory, qualitative study using critical incident technique (Flanagan, 1954). The study consisted of 20 participants, Black women who had achieved executive level in Fortune 1000 companies with a minimum of 15 years of management experience. The analysis of the data revealed two over-arching themes across the participants: the experience of being the first and/or only woman, Black person, or Black woman and a small group of sustaining beliefs shared by the Black women. These beliefs served to sustain them over their career advancement journeys. Consistent with the critical incident methodology, the antecedents or what led to the incidents, the incidents themselves, and the outcomes of the incidents were all analyzed for themes. The study data was reviewed to identify practical implications and recommendations for Black women leaders, people who advocate for Black women in leadership, leadership in companies, and people in positions in diversity, equity, and inclusion.

From the AURA: Antioch University Repository and Archive Page

I worked for a Fortune 50 company over 35 years in multiple locations in the United States and in western Europe. My work experience focus was global supply chain management and operations management. My work experience included being a plant manager, coaching plant managers, leading multiple global teams including living abroad, acquisitions, joint ventures, and divestitures, and quality assurance including food and drug products. I worked at an executive level for over twenty years. I earned a bachelor’s degree in civil engineering from Princeton University. I earned two master’s degrees in leadership and change, one from Northern Kentucky University and a second from Antioch University, and a PhD in leadership and change from Antioch University. My PhD research focus was the career advancement experience of Black women leaders on their journeys to executive levels in Fortune 1000 companies. My professional passions include leadership, women in leadership, organizational development, change management, acquisitions and divestitures, and cultural and organization dynamics in organizations.

I am active board member for the Girl Scouts of Western Ohio, Every Child Succeeds in southwestern Ohio/northern Kentucky which enables the success of infant to three-year-old children and their families, and the business school at Northern Kentucky University. I am the CEO and president of my consulting company, Leadership and Change Consulting, LLC.  

I am a wife to a lead pastor in the United Methodist Church, a mother, a grandmother, and a guardian for our family dog. I enjoy playing tennis, the beach, and actively coaching and mentoring a diverse group of leaders. I look forward to continuing to explore research and the dissemination information related to my dissertation focus and adjacent areas in various formats.

Read more about Dr. Pamela J. Viscione and download this dissertation at https://aura.antioch.edu/etds/892/

La'Shelle Jefferson-McDonald, Ph.D.  [C 14]  2022

What Factors in the Life Experience of African Americans Cause Them to Comply with or Confront Law Enforcement Officers?

https://aura.antioch.edu/etds/891/

 

 

 

From the abstract: 

"Widespread availability of cell phones has given most Americans the ability to record events as they happen. This has included recordings of increasing instances of police brutality directed at African Americans by White officers, including the shooting and killing of unarmed People of Color, particularly males. With such encounters being recorded and widely viewed by the general population, there is an increased need to focus on stopping this serious social problem. This study gives historical context on how this came about, what common stereotypes are associated with African Americans, and examples of several cases where unarmed African Americans were killed by White police officers. This study examines two theories which could offer possible solutions as to how society can begin to correct this social problem: first, differential association theory, “the view that people commit crime when their social learning leads them to perceive more definitions favoring crime and deviance than favoring conventional behavior” (Siegel, 2015, p. 174). The second explanatory and normative theory is adaptive leadership. To be adaptive, an individual’s behaviors must adjust specifically to each situation. Different interactions usually require a different pattern of leadership behavior (Yukl & Mahsud, 2010). African Americans need to learn to adapt their behavior during police encounters in order to defuse the situation. This study used a mixed methods methodology. The instrument for the study was an online questionnaire completed by 121 respondents. Results showed considerable promise for improving the relationship between People of Color and police officers through training for both parties using adaptive leadership and compliance as a guide.

From the AURA: Antioch University Repository and Archive Page

Dr. La’Shelle Jefferson-McDonald is an Adjunct Professor of Criminal Justice and Sociology at Central State University.  She holds a B.S. in Sociology from Central State University.  She also holds two M.A. Degree’s, one in Applied Behavioral Science from Wright State University, and the other in Leadership and Change from Antioch University.  She recently earned her PhD in Leadership and Change from Antioch University.

Dr. Jefferson-McDonald has presented original social justice research at several conferences and obtained two criminal justice teaching grants.  Her research interest focuses on improving the relationship between members of urban communities and law enforcement officers. 

Her professional memberships include the National Association of Blacks in Criminal Justice (NABCJ), American Correctional Association (ACA), and the Midwest Sociological Society (MSS).

Read more about Dr. La'Shelle Jefferson-McDonald and download this dissertation at https://aura.antioch.edu/etds/891/

Félix José Alonso, Ph.D.  [C 17]  2022

Education for Citizenship: A Study of the Effects of Cocurricular Student Philanthropy Education on Prosocial Behavior

https://aura.antioch.edu/etds/890/

 

 

 

From the abstract: 

"The purpose of this concurrent mixed-methods study is to explore the use of student engagement and cocurricular student philanthropy education as an approach to awareness raising and as a mechanism for creating a culture of philanthropy among college students. This dissertation is a synthesis of the review with a consensus that student engagement and cocurricular student philanthropy education create greater awareness, learning, and intentions around philanthropy and prosocial behavior, as well as increased instances of making charitable contributions and civic engagement. The study concludes that student engagement and cocurricular philanthropy education are effective mechanisms for creating a culture of giving. Therefore, emerging from this study is a call for college and universities to consider the use of cocurricular student philanthropy education as an approach to life-long engagement and giving."

From the AURA: Antioch University Repository and Archive Page

Félix José oversees and directs all student philanthropy initiatives for The Ohio State University. He also advises BuckeyeThon, Ohio's largest student-run philanthropy, which coordinates Ohio State's Dance Marathon and has raised over $13M for hematology/oncology/bone marrow transplant department at Nationwide Children's Hospital. Félix José began his career at Ohio State in 2000 as Director of Student Programs for the Alumni Association and later served as Associate Director for the Student Life Multicultural Center. He holds a BA in Spanish from Ohio State, a MEd in higher education and student affairs administration from the University of Vermont, and a PhD in leadership and change from Antioch University. 

As an experienced and successful higher education thought leader with more than 25
years of experience in workforce development, higher education, diversity, equity and inclusion, organizational development and change management, alumni and community relations, development, student philanthropy, organizational behavior, inclusive leadership and employee engagement, and strategic planning, Félix José provides a unique perspective of experiences as well as a diverse background. His expertise lies in relationship building as well as amplifying voices of those who feel they are not heard, successfully coaching and developing students and employees, and creating and implementing strategic operational processes.

Félix José's research interest focus on responsible inclusive leadership practice, diversity and inclusion, culture changes and leading through uncertainty, real time change and strategic planning, workforce development and toxic behavior in the work place, student philanthropy, servant leadership, and prosocial behavior.

Read more about Dr. Félix José Alonso and download this dissertation at https://aura.antioch.edu/etds/890/

Katherine Hoffman, Ph.D.  [C 17]  2022

Toward Socially Equitable Conditions: Change in Complex Regulatory Systems

https://aura.antioch.edu/etds/885/

 

 

 

From the abstract: 

"The purpose of this qualitative participatory action research was to explore how complexity is engaged and experienced in complex regulatory systems, and to understand how cannabis might be regulated in ways that lead to socially equitable conditions. This was accomplished by studying the lived experiences of governmental leaders charged with the responsibility of establishing regulatory frameworks for legalized cannabis where none previously existed. Using the learning history methodology, the study deeply explores the ways that complex systems coexist by capturing the lived experiences of research participants and enhance theoretical understanding of complex regulatory systems. Data collection occurred through reflective interviews, followed by distillation and thematic analysis. This resulted in the creation of a data table and a learning history artifact that were validated by distribution to research participants and used as both an actionable tool for participants and an analytical tool to distill and categorize research findings. The data table and the artifact established three main findings: complexity is both a property and characteristic of systems; complexity is not a behavior, characteristic or action of “leadership” or “leaders” in complex regulatory systems; and the interplay between social justice and social equity is complex and often oversimplified. Rather than directing, participants brought about change by building interactive trust through dialogue and relationship-building in interactive spaces across and between macro, meso, and micro systems levels. Complexity arose from these participatory human relationships when both the properties and characteristics of these systems were engaged, but the theoretical construct of complexity does not explain the presence of agency within this dynamic. By recognizing agency across all systems, structural barriers may be reduced, resulting in regulatory frameworks that may lead to more socially equitable conditions. This research contributes to leadership and complexity scholarship by empirically describing how complexity is engaged in complex regulatory systems, examining whether complexity has any connection to the practice of leadership, and adding to the emerging area of cannabis scholarship as it relates to social equity and the broader impacts of the war on drugs."

From the AURA: Antioch University Repository and Archive Page

Dr. Katherine Hoffman currently serves as the Agency Policy and Rules Manager for the Washington State Liquor and Cannabis Board where she oversees policy, rule, and legislative development for alcohol, cannabis, vapor and tobacco products. She joined the agency in 2018, bringing 18 years of experience as a complex civil litigation paralegal in both the private and public sectors with a portfolio that ranged from national pharmaceutical company anti-kickback and false claim cases to cell tower placement suits in small Washington municipalities. She has served as a policy advisor at the Washington State Department of Health, supporting the work of the Pharmacy Commission, the Medical Cannabis Program, and Certificate of Need Program, and as a department representative in Medicaid administrative hearings at the Washington State Health Care Authority. 

Dr. Hoffman most recently served on the advisory board at the Tombolo Institute for Design Thinking Program at Bellevue College, Bellevue, WA, and is an active member of both the American Society of Public Administration (ASPA) and the International Leadership Association (ILA). She has presented and been an invited speaker at multiple conferences and symposiums, both stateside and internationally, on the topic of leading change in complex regulatory systems with a focus on legalized cannabis markets. Her work focusing on complex regulatory systems has been published in the Journal of Leadership, Accountability and Ethics, and she is a contributing author to three chapters to Thomson-Reuters Cannabis Law Deskbook, now in its third edition. 

Read more about Dr. Katherine Hoffman and download this dissertation at https://aura.antioch.edu/etds/885/

Catherine Chege, Ph.D.  [C 16]  2022

Mothers Leading by Example: Maternal Influence on Female Leadership in Kenya

https://aura.antioch.edu/etds/880/

 

 

 

From the abstract: 

"This qualitative research aimed to study the experiences of Kenyan female leaders and explore Kenyan maternal influence in their lived experiences. It examined how maternal influence shapes female leadership in Kenya by embodying relational and transformational leadership qualities and proves that maternal influence makes women congruent with leadership roles. Despite global advances recognizing the principle of women’s political, economic, and social equality, Kenyan women continue to be marginalized in many areas of society, especially in leadership and decision making. Kenyan women also continue to rank very low in their communities’ social hierarchy, yet they play a critical role in their homes and societies and deserve attention as leaders beyond the nurture and childbearing topics. One-on-one interviews were used in a narrative inquiry approach and a constructivist worldview; this research developed an understanding of Kenyan maternal influence and constructed the meaning of its role within female leadership in Kenya. The analysis of the interview transcriptions revealed 12 significant traits in the participants’ perceptions of their early leadership development, as observed from their mothers. Mothers are indirect leadership scholars in a patriarchal institution that is oppressive to women. Central to this research is recognizing that mothers and daughters benefit when the mother lives her life and practices mothering from a position of authority, authenticity, and autonomy."

From the AURA: Antioch University Repository and Archive Page

Catherine has been in higher education since 2004 and has held multiple roles in operations, working closely with adult learners and non-traditional students. She is currently the Executive Director of Academic Operation (EDAO) with Arizona College of Nursing in Las Vegas, providing oversight and general management of the curriculum and faculty of the Bachelor of Science in Nursing program through chairing the program outcomes and course objectives.  Before serving as an EDAO, Catherine was the Executive Director of Enrollment Services. Catherine holds a Doctor of Philosophy (Ph.D.), in Leadership and Change, from Antioch University. She also has a Master of Business and a Masters of Human Resource Management, from DeVry University‘s Keller Graduation School of Management and a Bachelor of Science in Communications from Pensacola Christian College.

Catherine has a long history in post-secondary education, with her previous leadership roles at Carrington College and Chamberlain University, where she was a Director of Campus Operations. Her responsibilities included Admissions, Financial Aid, Academics, Scheduling, Student Services, and P&L. Catherine was also involved in campus startups and change management initiatives.  Catherine is consistently student, and colleague centric, focused on building strong teams and being responsive to improving the student experience.  Catherine lends her leadership experience to prominent organizations and Boards, including service as a member of Career Education Colleges and Universities and the Southern Nevada Higher Education Consortium, the National Academic Advising Association, and the National Association of Colleges and Employers. Catherine is originally from Kenya and is active with the African Diaspora of Las Vegas (ADOLV), Kenyan Women in the United States (KWITU), and Kenyan Women in Nevada (KWINS). 

Read more about Dr. Catherine Chege and download this dissertation at https://aura.antioch.edu/etds/880/

Sara E. Barry, Ph.D.  [C 19]  2022

Locating Uncertainty in Hospital Leader Sensemaking and Sensegiving of Organizational Change: A Single Case Study

https://aura.antioch.edu/etds/876/

 

 

 

From the abstract: 

"Leaders planning strategic change face significant ambiguity and uncertainty due to the complex, fast-paced, and volatile nature of organizational life. What one leader sees as an opportunity, another may view as a threat depending on their past experiences, their existing mental models, and their perceptions of uncertainty. Sensemaking and sensegiving theories provide a framework for how leaders retrospectively make sense of new and disorienting information through recursive cycles of interpretation, action, and learning, and seek to influence the meaning-making of others towards a shared vision of the strategic change. Despite decades of research using these theories, studies have yet to examine leaders’ perceptions of the locations of uncertainty (i.e., environmental, organizational, or individual) and how they impact leader sensemaking and sensegiving processes. Through a case study of a Vermont hospital, I reviewed documents and artifacts, observed meetings, interviewed leaders (i.e., trustees, executives, and directors) and developed an understanding of the hospital’s social/political/historical/cultural context. The study revealed that leaders perceived uncertainty around five trigger situations. Leaders varied in their perceived locations of uncertainty by their level of leadership with all leaders perceiving moderate to high environmental uncertainty, executives and directors perceiving significant organizational uncertainty, and directors most likely to identify individually located uncertainty. Similarly, the specific qualities of uncertainty and leader sensemaking processes varied by perceived location of uncertainty and level of leadership. Of note, leaders were not always able to recognize their own perceptions of uncertainty. The case revealed an unexpected finding in the hospital’s positive and relationally-oriented culture which served a protective effect in leader sensemaking of organizational change. Together, the study’s findings highlight the need for leaders to attend to the perceived location(s) of change-related uncertainty and proactively discuss them with other stakeholders to manage uncertainty and successfully achieve strategic organizational change.”

From the AURA: Antioch University Repository and Archive Page

As a leader and change agent, Dr. Barry has focused her career on improving systems of care to achieve better health. Dr. Barry received her PhD from Antioch University’s Graduate School of Leadership and Change in Yellow Springs, Ohio, her master’s degree in public health from Dartmouth Medical School, and her undergraduate degree in psychology from Randolph Macon Woman’s College. Dr. Barry is a seasoned leader working to improve health systems by building and sustaining collaborative partnerships and implementing innovative payment and care delivery reforms. She has worked for various not-for-profit academic and healthcare organizations and currently serves as the chief operating officer of OneCare Vermont, a statewide accountable care organization of more than 5,000 healthcare providers voluntarily working together to improve the health of the population through implementation of value-based care reforms. Prior to her tenure at OneCare, Dr. Barry served on the faculty in the department of pediatrics at the University of Vermont College of Medicine, where she was responsible for strategic planning, program and policy development, grant writing, staff development, and fiscal and operational management of the Vermont Child Health Improvement Program. Her research focused on improving care for children and families by engaging healthcare providers in data-driven quality improvement strategies such as promotion of evidence-based practices; technology-driven workflows and registries; and cultural changes to promote health equity and inclusion.

Dr. Barry is a seasoned educator, facilitator, and coach having worked with hundreds of clinical teams to achieve measurable outcomes. She has consulted nationally with health care delivery and health care improvement organizations, using innovative pedagogical methods improve the capacity of the clinical workforce to achieve significant improvements in health care delivery and health outcomes. Dr. Barry’s research interests include leading through uncertainty, strategic organizational change, sensemaking and sensegiving, qualitative methods including multi-axial case study research, epistemology and decision-making in research methodologies, systems-thinking, networks and partnerships, organizational culture, relational leadership, population health, value-based care, healthcare reform, and leadership in practice.

Read more about Dr. Sara Barry and download this dissertation at https://aura.antioch.edu/etds/876/

Rosalind Cohen, Ph.D.  [C 17]  2022

The Relationships between Dimensions of Inclusive Leadership and Aspects of Employee Engagement: Crucial Connections for Organizational Success

https://aura.antioch.edu/etds/871/

 

 

 

From the abstract: 

"In light of the current economic conditions in the United States brought about by the COVID pandemic, the war for talent is at a high point, and the acquisition and retention of qualified employees are highly competitive. Because employees want to feel challenged by their work and need to feel a sense of belonging, organizations that create engaging and inclusive cultures are at an advantage and need to understand how leadership behaviors can impact these cultures. This three-phased exploratory concurrent mixed-methods research study posed two questions to bring light to the relationship between Inclusive Leadership, Employee Engagement, and individual or social identity. The first question explored whether there is a relationship between the dimensions of Inclusive Leadership as related to aspects of Employee Engagement. The second is whether there are differences in the relationship between Inclusive Leadership and Employee Engagement by individual or social identity. The research findings indicate that inclusive leadership is related to certain aspects of employee engagement and provide a pragmatic model for use by Human Resources Professionals in the hiring and retaining of qualified talent within organizations.”

From the AURA: Antioch University Repository and Archive Page

Rosalind F. Cohen has over 25 years of experience as a Human Resources professional working in such industries as financial services, asset management, Corporate Social Responsibility, and Higher Education. She is currently the CEO and Founder of Socius Strategies, a San Francisco-based consultancy that helps companies develop a culture of inclusion and belonging designed to support diverse people and organizational growth. In addition to her work with non-profit, start-up, and for-profit companies, Rosalind leverages her experience and insights to provide guidance, support, and mentorship to other HR professionals. Rosalind has achieved certifications as a Senior Professional in Human Resources (SPHR) from the Human Resources Certification Institute (HRCI) and SHRM Senior Certified Professional (SHRM-SCP) from the Society for Human Resources Management (SHRM). She attended Stony Brook University, where she received both her BA in Psychology and MA in Public and Educational Management. She also completed her Ph.D. at Antioch University in 2022. Her dissertation was entitled, “The relationships between dimensions of inclusive leadership and aspects of employee engagement: Crucial connections for organizational success.”

Read more about Dr. Rosalind Cohen and download this dissertation at https://aura.antioch.edu/etds/871/

Mea Ashley, Ph.D.  [C 17]  2022

"Because God Said So": A Thematic Analysis of Why People Denounce Black Greek-Letter Organizations

https://aura.antioch.edu/etds/866/

 

 

 

From the abstract: 

"Today, Black Greek-letter organizations (BGLOs) struggle to use empirical data to address financial burden, elitism, hazing, relevance in social justice issues, and the anti-BGLO movement. The anti-BGLO movement frames this study. The movement stems from beliefs that secret societies, fraternities, and sororities are anti-Christian. Society will continue to question the relevance and importance of BGLOs if they cannot overcome the issues plaguing them. Therefore, the purpose of this study is to ascertain why members are leaving BGLOs, in case the organizations find the anti-BGLO movement to be a threat to organizational vitality. Through thematic analysis, 18 YouTube testimonials from denouncers were investigated to answer the research question: What are the most significant reasons ex-BGLO members say they denounce their organizations? The dataset produced 12 themes, scriptural evidence to support the speakers’ decisions, and a narrative overview of their journey."

From the AURA: Antioch University Repository and Archive Page

A native of Jackson, MS, Mea Ashley has built her professional foundation on nearly ten years of higher education administration at two of Mississippi’s public universities. Transitioning from institutional advancement to student affairs, she currently serves as the Director of Student Life at Mississippi University for Women. From equipping students with skills to compete globally to creating the next generation’s change agents, this role includes wearing many hats. But Mea believes cultivating leaders is most rewarding. She’s recently advanced into thought-leading on diversity, equity, and inclusion work for the campus, serving on various councils and committees. 

Mea’s bachelor’s and master’s degrees are in journalism from Jackson State University and Columbia University in New York. Her proudest journalistic pieces are the first exclusive profile on Korey Wise of the Exonerated Five and a documentary on natural beauty and self-esteem called #nakedissexy. Her research interests include organizational alignment, and her dissertation analyzes religion in Black Greek-letter organizations.

Her daily interactions with college students and her contributions through church and service organizations fuel her purpose to inspire. Mea is super family-oriented and cringes at the thought of going a week without face-timing her niece and nephew. In her spare time, she enjoys watching, reading, or listening to anything about Black culture or love and relationships. You can always count on her to show up with her top five VIA character strengths: spirituality, judgment, honesty, love, and hope.

Read more about Dr. Mea Ashley and download this dissertation at https://aura.antioch.edu/etds/866/

Kelly Hart Meehan, Ph.D.  [C 15]  2022

Love and Learn: Creating Space for Authentic Caring in Family Child Care

https://aura.antioch.edu/etds/865/

 

 

 

From the abstract: 

"Children benefit from engagement in early education and care (ECE) programs that support their learning and development while also providing a point of connection to critical resources for their families. For children from economically disadvantaged families, the lack of access to high-quality ECE results in a persistent achievement and opportunity gap (García & Weiss, 2015). A significant portion of ECE occurs in home-based early learning environments, also known as family child care (FCC) programs, which play a critical role in supporting children from low-income and immigrant families (Layzer et al., 2007; Porter et al., 2010). Unfortunately, this sector of ECE has seen declining numbers of licensed caregivers over the past decade, due to increased regulatory requirements, low pay, competing commitments, low professional status, and working conditions involving long days in isolation from colleagues or peers (NSECE Project Team, 2016; Tuominen, 2003; Stitou et al., 2018). Using grounded theory methodology, this study explored the lived experience of successful FCC educators, examining the impact of professional identity, intentionality of practice, and management of competing demands on educators’ efficacy, psychosocial well-being, and job satisfaction. The stories shared by educators in this study underscore the value of maintaining and supporting this sector of the ECE ecosystem. The findings provide a deeper understanding of the conditions and social processes that allow FCC educators to be effective and thrive in their work. This insight is the key to retaining high-quality programs, recruiting new professionals into the field, and developing strategies to support and strengthen FCC programs that serve young children and their families."

From the AURA: Antioch University Repository and Archive Page

Kelly Hart Meehan is an experienced educational leader who is passionate about high-quality early education and care. She currently serves as the Regional Director for the Massachusetts Department of Early Education and Care, providing support for up to 2,000 early education programs serving 40,000 children. Prior to this, Kelly taught undergraduate students at the University of Massachusetts Boston and Wheelock College on topics of moral/ethical development, educational leadership, strengthening families, cultural competence, conflict resolution, and responsive communication. Throughout her career, Kelly has worked in a wide range of programs including center-based and family child care settings. She has coached and mentored educational leaders in the Boston area to facilitate the development and implementation of quality improvement action plans that enabled programs to achieve accreditation from the National Association for the Education of Young Children. 

Kelly earned a Master’s in Education from Antioch University New England, a Master of Arts, and a PhD in Leadership in Change from Antioch University, Yellow Springs, OH. Her research interests include authentic caring in family child care, positive professional identity, educator well-being, and the transformational power of relational practice.

Read more about Dr. Kelly Hart Meehan and download this dissertation at https://aura.antioch.edu/etds/865/

Susan Wardak, Ph.D.  [C 13]  2022

Leadership for Change: Teacher Education in Afghanistan: A Decade of Challenge in Reconstruction, Reform, and Modernization in a Post Conflict Society

https://aura.antioch.edu/etds/863/

 

 

From the abstract: 

"This dissertation used interpretive case study methodology focused on the story of rebuilding the national education system of Afghanistan destroyed by decades of conflict. The study documents the challenges and progress in preparing adequate and qualified teachers for the nation. The dissertation is based on critical analysis of available documents tracing events, policies, and programs. The research asks: What are the critical leadership strategies and organizational frameworks that promote or impede institutional change? What are the barriers to change in teacher education in a conservative Islamic society? The dissertation is unique in that this story of educational intervention in a small war-torn, socially fragmented, and politically fractured nation is documented by a participant observer who is both of the nation and from the nation. The study records the steps and missteps of the changes and leadership processes implemented by both international donor-advisors and national leaders to restore education to Afghanistan in a critical contemporary time. The story encompasses many aspects of education in Afghanistan, past and present, including urgent efforts to fulfill the promise of the new Constitution for universal nondiscriminatory and free education for all, not only of a population in residence but of the masses returning from exile expecting schools for their children. The central core of the dissertation is a focus on the national effort to recruit and train teachers, competent in subject knowledge and teaching methods. A basic and recurring theme is the education of girls and women and their role in this society. Although gender equity is a priority theme through the dissertation, the central message of the dissertation is the evolution of teacher training. This story is framed against the larger picture of historical traditions, the disruptions of conflict, and recent overall national education reconstruction, expansion, and reform. The record of cultural differences that contributed to failed as well as to successful interventions abounds in examples of leadership for change impacted by international donors and by political priorities.”

 

Read more about Dr. Susan Wardak and read the dissertation at https://aura.antioch.edu/etds/863/

Bonnie Curtis, Ph.D.  [C 19]  2022

How Should Bosses Lead? New Revelations from Frontline Managers

https://aura.antioch.edu/etds/862/

 

 

 

From the abstract: 

"Strategic business change in the 21st century has been fraught with issues, resulting in failure for more than half of all attempted efforts to transform companies. Frontline managers (FLMs) are key to successful corporate change, transforming a company’s direction into action and results and the COVID-19 pandemic has presented a unique business challenge for every Consumer Products Group (CPG) company and FLM by interrupting supply chains. The aim of this grounded theory study was to create theory by conducting open-ended interviews with 20 frontline managers to determine how they viewed themselves and their roles, teams, and bosses during change. Results demonstrated that the FLMs viewed themselves as protectors of their teams. The FLMs were competent, resilient leaders who loved the work of managing a team to deliver daily results. Unfortunately, many FLMs were required to navigate bosses that ranged from negligent to abusive. Even the FLMs who described having great bosses asked for something more, declaring a need for help. They called for bosses to provide four elements of leadership: Delivering clarity on the role, expectations, and escalation channels, quickly producing requested resources, hosting regular one-on-one meetings to discuss issues and career, and engaging with empathy and support while giving the FLM autonomy to do the role. When the boss delivers on the four requests, the frontline manager will likely have the autonomy, confidence, and partnership to fully engage in their challenging work."

From the AURA: Antioch University Repository and Archive Page

Bonnie Curtis, PhD, has a long track record of accelerating growth for both a Fortune 50 consumer products company and a privately held distribution and trucking firm. Noteably, she lived in Guangzhou, China for eight years where she led the largest Procter and Gamble plant in Asia.  Dr. Curtis is a graduate of the University of Arizona with a degree in Chemical Engineering and also holds a PhD in Leadership and Change from Antioch University.  As the CEO of Golden Spike LLC., with expertise in leading change for the supply chain, human resources and sales, Bonnie shares her passion in the areas of leadership and process, with focus on frontline and mid-level manager coaching.

Bonnie has had a toal of five national and international moves that have taught her the power of understanding cultural dimenions of people and work. Raising four children over the course of her career, Dr. Curtis has mastered the ability to multi-task with success, unleash people from status-quo thinking both at work and home--bringing out their best and driving an inclusive culture.  She is an honest and direct talker, and enjoys sharing her insights with universities, businesses, and non-profits.

Read more about Dr. Bonnie Curtis and download this dissertation at https://aura.antioch.edu/etds/862/

Rachel M. Roberts, Ph.D.  [C 19]  2022

Women Seeking the Public School Superintendency: Navigating the Gendered and Racialized-Gendered Job Search

https://aura.antioch.edu/etds/861/

 

 

 

From the abstract: 

"I have been an educator for my entire career. First, as a teacher and over the last decade as a school administrator. During my tenure, I have continually noticed the underrepresentation of women in the highest office: the school superintendent. This has vexed me over the years, and as a scholar practitioner in leadership and change, I have devoted my research to unearthing the inequalities and disproportional realities that exist within high-profile leadership, particularly the public school superintendency. Utilizing a grounded theory approach, this dissertation sought to better understand what happens at the micro-level, especially during and after the superintendent search and selection process, for women who successfully land a final round interview, but ultimately are not selected for the position. More often than not, women are quick to make the shortlist of finalists, and as nearly 74% of all superintendents are male (Tienken, 2021), yet only rarely get offered the position. Through the use of constructivist grounded theory methods, this dissertation reveals a navigational journey riddled with gendered and racialized-gendered experiences rife with barriers for the women who strive for the position. Despite these difficult and challenging obstacles, this dissertation found strength, resilience, and fortitude within the data and the following dimensions: navigating gendered and racialized-gendered experiences, living my core, drifting from self, The Big Kaboom, and finding peace. As a result, this study asserts three theoretical implications related to the experiences of women as they seek the superintendency."

From the AURA: Antioch University Repository and Archive Page

Rachel M. Roberts, Ph.D., is a recent 2022 graduate from Antioch University’s Graduate School of Leadership and Change in Yellow Springs, Ohio. Dr. Roberts holds a master’s degree in educational leadership, a master’s degree in elementary education, and a bachelor’s degree in Child Development. As a seasoned educational leader, Dr. Roberts has served public education in various leadership roles for over 20 years, in three different regional locations. Dr. Roberts started her career as an early childhood educator in Northern Michigan and is a proud former Head Start program teacher who has worked with numerous families on developmental milestones over the years. In 2009, Dr. Roberts was appointed as a National Head Start Fellow, which is prestigious and competitive federal fellowship program in Washington, D.C. During her fellowship, Dr. Roberts worked at the national level on federal program support, improving the National Head Start Program Performance Standards, and on leadership development within the Head Start Program. Post fellowship, Dr. Roberts served the students and families of the District of Columbia Public Schools, through early childhood teacher effectiveness programming from the district office and as an assistant principal at Tyler Elementary on Capitol Hill, a dual language Spanish immersion elementary school. While at DCPS, Dr. Roberts helped revise the teacher evaluation system and provided direct support to early childhood educators throughout the district. In 2015, Dr. Roberts transitioned from DCPS to her role as principal in Brevard County, Florida (10^th largest district in the state of Florida) where her track record of improving student outcomes in high poverty schools is quite impressive. Dr. Roberts moved Odyssey Prep Elementary from a state accountability rating of “F” to “B” and Columbia Elementary from a “D” rating to a high performing “B” rating. Both turnaround efforts earned Dr. Roberts the accolades of finalist for BPS Principal of the Year in 2020, and the 2022 Florida Tax Watch Principal of the Year award, which is only awarded to three elementary principals in the state of Florida each year. Dr. Roberts currently serves as Director of Elementary Leading and Learning for Brevard Public Schools and is a passionate advocate for school leadership, especially women in leadership. She lives with her wife, Jules, and their menagerie of furry friends, Pippa (Chiweenie), Ruth (rescue cat) and Hattie (the new kitten).

Read more about Dr. Rachel M. Roberts and download this dissertation at https://aura.antioch.edu/etds/861/

Mark McMillian, Ph.D.  [C 16]  2022

Black Parent Advocacy and Educational Success: Lessons Learned on the Use of Voice and Engagement

https://aura.antioch.edu/etds/827/

 

 

 

From the abstract: 

"The opportunity is there, this is what I think of when I think of role models, I think of my experience” (Anthony—a participant in this study—commenting on the effectiveness of advocating for his child). Black children encounter racism in American schools and parents need to advocate for them. The purpose of this qualitative study was to explore how Black parents developed and used their voice to advocate for their children in a predominantly White educational system with a history of racially disparate outcomes. Particularly, this study drew on the experiences of 15 participants, two men—one was a grandfather—and 13 women, whose children had successful outcomes in graduating from high school and going on to post-secondary education. The findings reflect Black parents’ understanding of the need to advocate to support their child’s success in getting through school: all related incidents of discrimination where they needed to speak up on behalf of their child in response to inequitable treatment within the educational system including in the classroom, participating in extracurricular activities, and in access to resources. Parents facilitated their use of voice on behalf of their children by cultivating engagement with the school, getting to know teachers and administrators, and being involved in their children’s activities, making sure they were seen to make sure they would be heard when needed. Most parents in the study recalled role models in their own families as inspirations for their sense of voice in countering experiences of racism. These participants urged other Black parents to be involved and speak up for their children, and to connect with and draw on the social support of other Black parents of children in school. These findings suggest that as we continue to work to address systemic racism disadvantaging the most vulnerable of our community, our children, parental voice by individuals and within the Black community contributes to getting heard at the educational decision-making table and producing positive educational outcomes for these students."

From the AURA: Antioch University Repository and Archive Page

I want to honor my mother and all the parents that have used their voice and helped us get to this point in our personal journeys. Remembering these very special people of our lineage, learning about their lives and seeking to understand the context in which they lived their lives gives us a perspective on the work of our own lived journey. I cannot say enough about my own mother’s courageous, wise and indomitable spirit. She was quite a special lady, indeed. She would however want me to talk about myself on an occasion like this one.

She would want me to say things like I am a seasoned entrepreneur and have worked in diverse industries. As a consultant I’ve helped leaders to understand the things in their way and supported them in making the needed changes to motivate and lead their teams to perform. I’ve trained, coached and strategized with decision-makers on tactical and personal/professional development. I’ve been self-employed having started businesses on my own, and I’ve also worked in the public, nonprofit, and private sectors.

My mother was especially proud of my academic achievements. After all, I was the little boy the teacher said was academically ‘slow’. No one thinks that today. I attended and graduated from Central State University on an Academic and Athletic Scholarship. I have two Master’s Degrees from Cleveland State University, both paid for with scholarships, and I was on the Dean’s List for both. I attended the Kennedy School of Government at Harvard University as a Senior Executive in State and Local Government, on scholarship as well. These were all very rich experiences for me, but my Mom would have been so delighted to know that her little boy now has both a Master’s Degree and a Ph.D. in Leadership and Change from the Antioch University. The University started by Horace Mann. She has passed away, but I still think she sees me down here and I know she is so proud of me. This is the reason for my passion in my own community. I want to make a difference in others’ lives, too.

“Be ashamed to die until you have won some victory for humanity.”

Horace Mann

Read more about Dr. Mark McMillian and download this dissertation at https://aura.antioch.edu/etds/827/

Lijun Li, Ph.D.  [C 13]  2022

Life Stories of Older Chinese Immigrant Women in the U.S.

https://aura.antioch.edu/etds/780/

 

 

From the abstract: 

"This study is an effort to turn to older Chinese immigrant women aged 60 and above, one of the most marginalized groups in American society, to recognize their humanity and rediscover the unseen and unheard. It asks what we can learn from their life stories, particularly from the ways in which each experience(d) being a woman in different societal systems. Using in-depth life story interviews supplemented with secondary sources of information, this study crafts four women’s stories that are first read and interpreted individually to capture the whole person in context, and then are looked at thematically. Nine themes are presented, ranging from their remembered histories to their life journeys in different societies, integrating three lenses: the dialogue between the past and the present, the intersectionality (of race/ethnicity, gender, class, education, age, location, generation, nationality, immigration, etc.), and the interplay between the individual and the historical, political, and economic environment in different contexts. This study acknowledges that all of these women, across time and space, have developed capabilities that brought about positive changes to their lives, and that perhaps they have relied on their strengths and capabilities developed throughout their lives to become resilient and accepting of the unknown challenges. It is in this light that these women, as “normal” people whose lives are often overlooked by society in general, become heroic. It is hoped that the stories can serve for any readers as a small window into the older Chinese immigrant women’s worlds, sparking empathy and imagination, helping break down the barriers of differences, and leading readers to see and hear these women’s stories that are different from theirs. From there, it is hoped that this study prompts more connections and conversations with immigrants and refugees in daily life, and that one effort of that kind begets more. This study also provides implications for other Chinese immigrant women and men and even beyond, as well as for the younger generation.”

 

Read more about Dr. Lijun Li and view the abstract at https://aura.antioch.edu/etds/780/

A. Nicole White, Ph.D.  [C 17]  2022

Caregivers and Healthcare Providers on Resources, Gaps in Care, and the Value of Down Syndrome Centers.

https://aura.antioch.edu/etds/770/

 

 

 

From the abstract: 

"The facilitation of healthcare for people with Down syndrome offers a unique challenge to healthcare systems. Both caregivers and healthcare providers often need to navigate a complex system of specialties in care, resources, and expertise to optimize treatment and care plans for children with Down syndrome, whose needs vary widely and extend beyond the walls of a hospital. This study identified seven domains of care based on conceptualizations of integrated care in the literature: coordination, communication, continuity, dignity, information, shared decision-making, and resources. Groups of survey items intended to capture these domains were used with a sample of caregivers and healthcare providers to explore the medical and social gaps that limit the facilitation of whole-person care for children with Down syndrome. This study further examines differences in caregiver perceptions of care depending on whether their child has received care in a Down syndrome Center (DSC) or specialized clinic. Finally, the study examines the level of the burden associated with navigating the health care system and critical resources for caregivers while examining the amount of stress healthcare providers experience in facilitating care for people with Down syndrome. Key findings in this study indicate the value of DSCs for both caregivers and healthcare providers about integrated care values and satisfaction in care delivery. Additionally, the study identifies critical gaps in resources and awareness of the challenges caregivers and healthcare providers experience in managing and coordinating care. These findings have implications for future directions in improving healthcare for children with Down syndrome. The full text of this dissertation is embargoed until April 1, 2023."

From the AURA: Antioch University Repository and Archive Page

Nicole White, Ph.D., MBA, is a former basic science benchtop researcher; she is knowledgeable in molecular biology techniques and flows cytometry and imaging.  After working at the bench for a decade, she graduated from Ashland University in May 2010 with her MBA focused on global management.  Her scientific and business skill sets motivated her to find a position that allows her to work between both scientists and business roles within academic organizations.

Nicole is the mother of four children, two of whom have a disability.  Her Ph.D. from Antioch University allowed her to blend her scientific and business skills into a study on healthcare facilitation for children with Down syndrome.  From this work, she gained additional skills sets in social science research.  Nicole hopes to further her studies by evaluating the spaces between communities and healthcare models to improve efficiency in processes, understand the cost modeling of these complex systems, and continue to advocate for children with disabilities using a parental lens.

Read more about Dr. A. Nicole White and download this dissertation at https://aura.antioch.edu/etds/770/

Ahmed Al Ansari, Ph.D.  [Healthcare C 2]  2022

Competencies for Successful Middle Managers in Healthcare and Medical Education

https://aura.antioch.edu/etds/769/

 

 

 

From the abstract: 

"The Kingdom of Saudi Arabia (KSA) and the Kingdom of Bahrain (KB) are currently in the process of the rapid transformation of health care to a self-sustained autonomous system. Middle managers play a pivotal role in achieving this goal. The aim of this study is to develop a feasible, reliable, and valid scale for measuring the leadership and managerial competencies of MM in KSA and KB. Zhou’s (2019) conceptual framework using a mixed-method approach was followed. After procuring ethical clearance from concerned authorities and informed consent from all the participants (n = 27), semi-structured interviews were conducted across three groups: Top Management (TM), Middle Management comprising of Middle Managers (MM), and Lower Management (LM) for the creation of items for the scale, which were later approved by five experts. Two hundred two participants from medical education (ME) and health care (HC) responded to the new scale. Cronbach's alpha and exploratory and confirmatory factor analysis were performed to confirm internal consistency and validity. The model fit was adequate with a good GFI (0.90), TLI (0.96), and RMSEA (0.06). Seven major themes emerged from the thematic analysis, while a structural model with three inter-related constructs—“professionalism and problem solving,” “team management and adaptation,” and “time management and expertise” were recognized based on factor analysis. Both TM and LM identified the ability to motivate (70.8%) as comprising one of the most significant characteristics of MM. TM also indicated that concern and consideration of subordinates (68.8%) were important. LM considered being active (71.6%) as important for MM. Interestingly, MM had scored these attributes lower, illustrating the different ways in which MM is perceived across the three levels of management. Importantly, MM acknowledged concern for employee well-being, relationship, communication, and being active as crucial competencies, representing a mix of all competencies identified by the three levels of management. The “Leadership and Managerial Competency Scale for Middle Managers in Gulf Region (LMCS-MM Gulf Region)” developed under this study reflects what people in the three levels of management (lower, middle, and top) across ME and HC value in a (hypothetical) middle manager. This scale has several implications for the selection, training, and appraisal of MM in ME and HC."

From the AURA: Antioch University Repository and Archive Page

Dr. Ahmed Mohamed Al Ansari

CEO of Government Hospitals

Kingdom of Bahrain

MBBCh, MRCSI, MHPE, MLC, PhD

Experience

• Dr. Al Ansari serves as CEO of Government Hospitals since December 2020

• He was the Director of Training and Planning at the Supreme Council of Health from 2019 till 2020

• He was appointed as Director of Government Hospitals’ Autonomy Project and Acting Director of Training at the Ministry of Health in 2019

• He acquired the position of Honorary Associate Professor in Medical Education from the Royal College of Surgeons of Ireland (RCSI), Dublin in 2019, and is currently an Associate Professor of General Surgery and Medical Education in Arabian Gulf University

• He was an adviser for the Medical Education Department at King Fahad Medical City, Saudi Arabia in 2016, and a consultant for the Medical Education Department at Prince Sattam Bin AbdulAziz University from 2014 to 2018

Education

• He obtained a PhD in Leadership and Change in the Healthcare Sector from Antioch University in 2021.

• He obtained his Master’s degree in Leadership and Change in the Healthcare Sector from Antioch University in 2019.

• He obtained a PhD in Medical Education from University of Ambrosiana, in collaboration with University of Calgary, Alberta, Canada in 2013.

• He obtained his Fellowship in Cardiac Surgery from Maastricht, Netherlands in 2009 and obtained a Master’s degree in Health Profession Education from the same University in 2010.

• He obtained his Membership in General Surgery from RCSI, Dublin in 2004.

Research

• He is a reviewer in several international journals and the Associate Editor for the Canadian Medical Education Journal CMAJ from 2012 till 2016. He is currently a Member of Editorial Board for the World Journal of Emergency Surgery.

• He has published over 48 papers in respectable peer-review journals such as Academic Medicine, Professional Psychology, Advances in Health Science Education, BMC Medical Education, and the Journal of Surgical Education.

Read more about Dr. Ahmed Al Ansari and download this dissertation at https://aura.antioch.edu/etds/769/

Lynn Redenbach, Ph.D.  [Healthcare C 1]  2022

Integrating Interpersonal Neurobiology in Healthcare Leadership and Organizations

https://aura.antioch.edu/etds/766/

 

 

 

From the abstract: 

"Interpersonal Neurobiology (IPNB) is an interdisciplinary, science-based field that seeks to understand human reality including the nature of mind, brain, and relationships. IPNB has been used extensively by mental health practitioners as well as child development and parenting experts. While practitioners and scholars have described ways that IPNB can be used in leadership and organizations, there has been no systematic inquiry into the practical and phenomenological experience of this application. IPNB offers an alternative to dominant models of care and leading in healthcare settings and fields, which are characterized by disconnection, objectification, and separation. It offers a relationally centered approach that honors people’s subjective experience and seeks to advance whole-person and whole-system wellness through the promotion of integration. As a living and dynamic systems approach, IPNB has the potential to influence the quality of leaders’ presence, perception, and practice while upholding the interconnectedness within and between the functional elements of organizational structures and processes. This narrative inquiry sought to explore how leader and leader consultants approach their work from an IPNB perspective. It centers around two research questions: How, if at all, have healthcare leaders integrated IPNB in their leadership practices, and what impact has this integration had on their development and identity? Secondly, what, if any, implications might their experiences hold for leadership in health and mental health organizations? Using the Listening Guide (LG; Gilligan, Spencer, et al., 2006) methodology this inquiry explores the experiences of twelve leaders and leadership consultants in order to understand the implications IPNB has had for their practices, development, and identity. It takes a broad and deeply phenomenological dive into each person’s IPNB leadership experience across time, space, and place to understand the implications this framework has had for leading and organizations. This inquiry identifies what themes and IPNB principles have been significant to the participants, the counterpoints that have propelled their development forward, and the multiple and relationally positioned identities that signify leader’s relational embeddedness in the organizations and systems they serve."

From the AURA: Antioch University Repository and Archive Page

Lynn Redenbach has been a clinician in the Canadian healthcare system for almost 40 years. In addition to a Master of Arts degree in Counselling Psychology, she is a Registered Psychiatric nurse. Throughout her career, Lynn has been committed to finding ways to bring relational ways of being, seeing, and doing into her work with clients and in her leadership roles in communities, organizations, and systems of care. Currently, Lynn is a clinical manager in a non-profit mental health organization on Vancouver Island, British Columbia. She also has a private counselling and leadership consulting practice. She aspires to bring relational neuroscience to healthcare leaders in the service of transforming complex systems, big and small, through courageous dialogue that is foundational for integrative wellness.

Read more about Dr. Lynn Redenbach and download this dissertation at https://aura.antioch.edu/etds/766/

Katharine O'Connor, Ph.D.  [C 14]  2022

Thriving Through Experience: A Phenomenological Inquiry of Community-Engaged Learning

https://aura.antioch.edu/etds/765/

 

 

 

From the abstract: 

"Community-engaged learning is a high impact educational practice that has been proven to aid in retention rates and overall student success (Kuh, 2008). As an educator, I have had many students tell me that their community-engaged learning experiences helped them develop leadership skills. And while there have been many quantitative studies considering the grade point averages and retention rates, there is a need for research that focuses on the lived experience of people who participate in community-engaged learning. This dissertation focused on young adult women who have emerged as leaders through their community-engaged learning experiences. Through the use of interpretive phenomenological research, the stories of five women who had life-changing leadership experiences through their community work were discussed in terms of the four main themes that emerged from the analysis: Discovery of Self, Family Experience, Empathy, and Transformation. Each theme had associated subthemes that further described the meaning in the context of women’s leadership. The results were considered through the lens of major leadership theories: relational, servant, adaptive, and transformational. The findings showed considerable promise for deepening knowledge of the pedagogy and impact of community-engaged learning. "

From the AURA: Antioch University Repository and Archive Page

Katharine O’Connor, Ph.D. is a Professor in the Department of Communication and Foreign Languages at Florida SouthWestern State College in Fort Myers, Florida, where she teaches Intercultural Communication, Creative Capstone for General Education, Public Speaking, and Fundamentals of Human Communication. She earned her PhD in Leadership and Change from Antioch University and has an MA in Communication Studies with a specialization in Public Service Communication from Monmouth University.  Her scholarly interests are community change, diversity and inclusion, global learning, intercultural communication, and public service. Within her work as a scholar, Katie works to integrate high-impact practices, including community-engagement and global learning throughout various courses and across the curriculum.

Read more about Dr. Katharine O'Connor and download this dissertation at https://aura.antioch.edu/etds/765/

Marion M. McGee, Ph.D.  [C 14]  2022

Reframing Leadership Narratives through the African American Lens

https://aura.antioch.edu/etds/764/

 

 

From the abstract: 

"Reframing Leadership Narratives Through the African American Lens explores the context-rich experiences of Black Museum executives to challenge dominant cultural perspectives of what constitutes a leader. Using critical narrative discourse analysis, this research foregrounds under-told narratives and reveals the leadership practices used to proliferate Black Museums to contrast the lack of racially diverse perspectives in the pedagogy of leadership studies. This was accomplished by investigating the origin stories of African American executives using organizational leadership and social movement theories as analytical lenses for making sense of leaders’ tactics and strategies. Commentary from Black Museum leaders were interspersed with sentiments of “Sankofa” which signify the importance of preserving the wisdom of the past in an effort to empower current and future generations. This study contributes to closing the gap between race and leadership through a multidimensional lens, while amplifying lesser-known histories, increasing unexplored narrative exemplars, and providing greater empirical evidence from the point of view of African American leaders. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://etd.ohiolink.edu)."

From the AURA: Antioch University Repository and Archive Page

Marion Missy McGee is a research practitioner who specializes in expanding and reframing conventional narratives to create more equitable leadership ecosystems. As an organizational strategist, she administers the design, implementation and evaluation of domestic and international programmatic initiatives for the Smithsonian Institution’s National Museum of African American History and Culture (NMAAHC), located in Washington, D.C. Her areas of expertise include long-term strategic planning and organizational forecasting through relational and participatory leadership. She believes in creative problem solving through the embrace of failure, experimentation, and innovation. Marion’s scholarly research contributes to closing the gap between race and leadership through a multidimensional lens, while amplifying lesser-known histories, increasing unexplored narrative exemplars, and providing greater empirical evidence from the vantage point of African American leaders. For over 10 years, Marion has led multi-state collaborative partnerships, strategic planning for board and staff development, along with coordination of regional, national and international conferences and facilitation of skill-development trainings.  She is former executive director of the John G. Riley Museum of African American History and Culture and interim director of Florida’s statewide African American Heritage Preservation Network (FAAHPN).  Marion is a gifted strategist who takes a passionate approach to transforming organizations through resource identification, partnership development, and workshop facilitation. She received a Bachelor of Science in Business Management and a Master of Business Administration from the Florida A&M University. She also holds a Master of Arts in Leadership and Change and a PhD in Leadership & Organizational Change from Antioch University.

Read more about Dr. Marion M. McGee and download this dissertation at https://aura.antioch.edu/etds/764/

Eric Kung, Ph.D.  [C 17]  2022

Exploring the Leadership-As-Practice of Middle Managers Engaged in Organizational Changes in an Asia Pacific Multinational Setting

https://aura.antioch.edu/etds/763/

 

From the abstract: 

"There has been a great need for leadership studies on middle management, particularly in the Asia Pacific context. This study explored the leadership practices of middle managers engaged in leading organizational changes of multinational corporations (MNCs), within the Asia Pacific context. Organization ethnography was used as the research method. The ethnographer observed and analyzed the actual practice of middle managers of a multinational manufacturing company located in China for six months. The findings showed that middle managers played significant roles in communication and execution in leading organizational changes. The study also showed that change management could be a dynamic process at the organizational, team, and individual levels. A leadership-as-practice model with four main practices (problem solving, continuous improvement and learning, relationship management, and communication and coordination) was constructed which seemed to be more comprehensive, and relevant to the MNC and manufacturing settings. The implications of this study were involving middle managers in strategic planning and leading organizational changes, leadership development of middle managers in leading change, and practicing leading change with sensitivity to the Asia Pacific cultural context."

From the AURA: Antioch University Repository and Archive Page

Mr. Eric Kung is the Founder, Chairman & CEO of Human Dynamic.  He has been in the field of change management consultancy, executive training & development, and critical incidence management work for over 29 years.  Eric founded Human Dynamic in 1993 in Hong Kong.  Since then, he had led the company growth to be a leading provider of Integrated Solution for Leadership and Change in Asia Pacific with 14 direct offices across Asia Pacific serving over 100 global companies. Eric has extensive experiences in corporate consulting in leading organizational change, handling staff communication in change and crisis management, and conducting leadership training for senior executives and middle managers.  Clients that he has worked with include HP, Microsoft, HSBC, Manulife, Cigna, Nestle, P&G, Nike, GE, Dow Chemical, Chevron, Freudenberg, Ubisoft, and many other global companies and government bodies.  He travels widely as consultant and speaker in Greater China, Korea, Singapore, Malaysia, Vietnam, the Philippines, and India. Eric graduated from McMaster University, Canada, in 1982 with an honor bachelor’s degree in commerce.  In 1987, he obtained from University of Hong Kong master’s degree in social work.  In 1999 he obtained his second master’s degree of Divinity from Hong Kong Baptist Seminary.  Eric completed his PhD program on Leadership and Change at the Antioch University, Ohio, USA in 2022.  His dissertation was on Exploring Leadership as Practice of Middle Managers Engaged in Organizational Change in Asia Pacific Multinational Setting.

Read more about Dr. Eric Kung and download this dissertation at https://aura.antioch.edu/etds/763/