Browsing by Author "Tanner, Marcus"
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Item Forced Termination Among Clergy: A Study of Experiences, Processes and Effects & Their Connection to Stress & Well-Being Outcomes(2011-05) Tanner, Marcus; Zvonkovic, Anisa M.; Mulsow, Miriam; Wherry, Jeffrey N.Although forced termination has been a subject of interest to clergy for some time, social scientists have generally studied job loss as if it was the same phenomenon regardless of occupation. Ministry work has always been difficult and stressful, and termination from this occupation has been reported to be the result of a demeaning and systematic process of involuntary removal of paid and non-paid clergy-persons that includes psychological, socio-emotional, and spiritual abuse. This dissertation is comprised of three separate studies: first a pilot project sampling 227 active ministers from the Assemblies of God denomination; second, an online study among 39 Christian denominations in the United States. Both of these studies revealed a high incidence of forced termination among clergy, 41% and 28%, respectively. Forced termination was correlated with high levels of depression, stress, and health problems. Forced termination was also associated with low levels of self-efficacy, self-esteem, and family well-being. The third study, examined the mental health of those who had been forcibly terminated. In a convenience sample of 55 ministers who had been forcibly terminated, in general, participants scored above the accepted cut-off score for Post Traumatic Stress Disorder (PTSD) and scored high on a measure of burnout and Generalized Anxiety Disorder (GAD). This project provided an empirical link of PTSD and GAD to the forced termination of clergy. Issues surrounding forced termination significantly predicted the perceptions one would have which in turn predicted the levels of anxiety, burnout, and symptoms of PTSD.Item The impact of hotel business ethics on employee job satisfaction, organizational commitment, and turnover intention(2012-08) Dimitriou, Christina K.; Blum, Shane C.; Adams, Charlie; Dodd, Timothy H.; Tanner, MarcusWhile there has been some research on ethics in the hospitality industry the amount is not proportionate to the importance of the issue. Hotel organizations can benefit from conducting their business in an ethical and more responsible manner. This study examines the impact of hotel business ethics on employee job satisfaction, organizational commitment, and employee turnover intention. It is proposed that employees who work in an ethical hotel environment will be more satisfied with their job, more loyal to the organization, and have low turnover intentions. It is also proposed that there are strong relationships between job satisfaction, organizational commitment, and turnover intention. More specifically, higher levels of job satisfaction can positively affect organizational commitment, and negatively affect turnover intention. Furthermore, it is supported that hotel employees’ perception of their organization’s ethical climate and their job satisfaction predict organizational commitment. Finally, it is supported that hotel employees’ perception of their organization’s ethical climate, their job satisfaction, and organizational commitment predict their turnover intentions. A number of selected demographic variables (i.e., gender, age, length of work and income) are also analyzed to examine the extent to which they can influence these relationships. Data were collected in the spring of 2012. The survey was distributed in person or online to hotel employees working in various hotel segments ranging from luxury to midscale in the United States and Europe. A total of 217 usable surveys were collected. Bivariate correlation analyses revealed that hotel employees’ perception of their organization’s ethical climate is positively related to job satisfaction, organizational commitment, and turnover intention. The results also showed that job satisfaction is positively related to organizational commitment and turnover intention. Finally, there is a positive relationship between organizational commitment and turnover intention. Results suggested that hotel employees’ perceptions of a positive ethical climate are negatively associated with their organizational commitment. However, their job satisfaction is positively related to their organizational commitment. Results also showed that hotel employees’ perception of their organization’s ethical climate had no significant effect on turnover intention, but their organizational commitment had a positive effect on their turnover intention. Additionally, when further multiple regression analyses controlling for the following demographic variables: the respondents’ gender, age, the amount of time they have worked at the hotel, and their annual income, were conducted, none of those demographic variables was significant.