Journal of Values-Based Business: 2023

By Kristine Odette St. Onge
The study explores the relationship between leadership styles and risk-taking behaviors, which the
researcher has determined is a gap in leadership and decision-making research. The cross-sectional
quantitative study utilized Bass and Avolio’s (1995) Multifactor Leadership Questionnaire and
Grable and Lytton’s (1999, 2003) Risk Questionnaire. Participants were primarily middle- and
senior-level management participants, 25 years old or older with at least 5 years of management
experience. The results demonstrated a significant relationship with six of the nine leadership factors
from the Multifactor Leadership Questionnaire compared to risk. Findings suggest that leaders with
higher levels of engagement have a higher likelihood of taking risks.

By Dr. Brittney Kempink, Dr. Dale Mancini, and Dr. Shauna Hemler
This paper focuses on possible intrinsic and extrinsic motivational factors which may influence
different generational groups. The paper outlines probable organizational issues in understanding
motivation within the workplace and potential reasons why employee satisfaction and drive may be
essential elements to sustaining a competitive advantage in several fields. The paper also explores
different theories which suggest how individual behavior is shaped by desires and passions which
are both internal and external in nature. The literature also details the methodology of the proposed
study. This includes methods to gather the targeted sample for the experiment and the type of
assessment tool, SHL Motivation Survey (MQ), which was used for measuring motivation in two
different generational cohorts. The paper also details the data analysis procedure. This includes three
statistical analyses conducted used to uncover possible relationships between age and seven
motivational drivers. The literature also describes the procedures utilized to confirm validity,
reliability, and normality within the motivation tests. Based on the results from the data, there was
no significant relationships between the variables age, experience and the seven motivation factors.
The results did conclude there were statistically significant relationships between autonomy,
interest, status, reward, and recognition. The final section of this paper discusses the limitations and
results of the experiments. The discussion includes the practical implications of the study as well as
recommendations for future research.

By Dr. David Barron, Dr. Andrew Gold, and Dr. Charles Hale
The financial, political, psychological, and medical impact of COVID-19 on the world is being
researched to understand how to prevent future pandemics and how to appropriately respond to such
calamities. Research has shown that a professional’s quality of life (compassion fatigue and
compassion satisfaction) impacts all aspects of business and in various industries, health care
workers, particularly nurses, have not been immune to the emotional trauma and its consequences
due to the COVID-19 outbreak. Compounding the problem is a nursing shortage that may
compromise medical outcomes due to the increasing nurse-to-patient ratios. Healthcare systems
need to implement strategies on a micro and macro level toward reducing elements of compassion
fatigue (burnout and secondary traumatic stress) particularly burnout, in their nursing community.
Institutional leaders who invest early in uncovering the causes of nursing compassion fatigue
supported with solutions may decrease nursing turnover intentions whereby benefiting the
healthcare system and the patients they serve.

By Dr. Marilyn Garman, Dr. Dale Mancini, and Dr. Shauna Hemler
This research examined the lived experiences of postsecondary educators dealing with job burnout
or compassion fatigue derived from their roles as teachers. Qualitative research interviewing was
used to examine possible interconnectedness between the variables through three specific research
questions. The research questions asked why a postsecondary educator would stay upon selfidentifying
as having job burnout or compassion fatigue, what instances or events, if any, would
further their desire to stay, and which instances or events, if any, would provoke an educator to leave
their position. The researcher interviewed nine currently practicing postsecondary educators among
AICAD institutions. Data analysis revealed five themes concerning the research questions: job tasks,
negative feelings, positive feelings, organizational culture, and senior administration. As identified
by participants, factors that aid in combatting burnout involve work with students, peers, and
autonomy factors. Those regarding compassion fatigue concern a positive impact on students,
establishing boundaries to the amount of help provided to students, employing avoidance methods,
and taking time to understand the afflicted or process before acting. Factors that would compel an
educator to leave their career behind concern organizational culture issues, student issues,
administrative malpractice, or compensation incentives.

By Dr. Jenna L. Potokar and Dr. Dale Mancini
The pharmaceutical industry is one of the most profitable global industries throughout the global
environment. Maintaining a competitive advantage and sustainability often lead pharmaceutical
companies to undergo organizational change efforts. Leadership plays a key role in the
transformation process, which can be a key determinant in the success of the change event.
Leadership actions may also influence how their sales representatives perceive change. In this
article, we examine how pharmaceutical sales representatives perceive organizational change
events. Organizational change approaches will be considered to determine which model would be
most appropriate for change events. This study was designed to uncover how pharmaceutical sales
representatives perceive change and to determine how leadership teams can better align to their
employees during organizational change events. Data collection consisted of semi-structured
interviews with pharmaceutical sales representatives. The results demonstrate that organizational
change has negative implications on pharmaceutical sales representatives. Negative motivation was
found to be the key theme of this study, often due to a lack a lack of leadership communication. As
a result, sales representatives were found to speculate and endure negative feelings, leading to a
negative work environment. Pharmaceutical sales representatives perceive organizational change
events negatively. The unknown of what can happen through a change event can lead employees to
become emotional and speculate, creating a negative change event. Leadership can shape how
employees perceive and manage the change effects through communication and transparency levels.

By Dr. Elizabeth Addis, Dr. Diane Monahan, Dr. Judy Holcomb
This research uses the social dominance theory as a theoretical framework to better understand the
male experience in female-dominated occupations. Additionally, this research examined the
relationships between preferences for social hierarchy and gender, job level, airline type, salary, and
years of experience within female-dominated industries. An online survey was distributed to U.S.-
based flight attendants. Responses were analyzed using multiple linear regression and one-way
analysis of variance statistical analysis. The results of the study revealed females were promoted
into management roles despite a lower SDO score than males but that the number of females
promoted into management, even in an industry where they are dominant, was one-third of the males
promoted to management. The study also revealed that SDO scores did not change even as people
can have more power in their environment, regardless of gender and the type of airline and gender
of a flight attendant directly affected their SDO score. Lastly, years of experience directly impacted
flight attendant salary bands, but gender or interaction of gender and years of experience did not.

By Dr. Jenna L. Potokar, Dr. Kristine Odette St. Onge, and Dr. Sarah Hunter
Employee burnout has emerged as a significant concern in the pharmaceutical industry, a sector
known for its fast-paced and high-pressure work environment. This abstract provides an overview
of the current state of research on employee burnout within the pharmaceutical industry,
highlighting its prevalence, causes, and consequences. Pharmaceutical professionals are subjected
to constant regulatory changes, intense competition, and the pursuit of groundbreaking discoveries,
all of which contribute to their vulnerability to burnout. Through a qualitative approach,
pharmaceutical sales representatives were interviewed to better understand quiet quitting within the
industry. Line-by-line coding was conducted to uncover the key themes related to the study. Coding
procedures uncovered the common themes of not giving one hundred percent, feelings of stress and
depression, negative motivation, poor managers and leadership, and a lack of action related to
surveys and feedback. The results of this study found that poor leadership and not acting from
surveys and feedback are the two factors that promoted the remaining contributing factors that led
to employee burnout. This study provides an understanding as to why pharmaceutical sales
representatives are quietly quitting their roles and how leadership teams can make appropriate
changes to produce a higher-quality working environment for their employees.