Resistance to Change in a Northeast Tennessee

Abstracts from Selected Research Studies at TusculumCollege

(Archived since Fall 2002)

Table of Contents

To search for a topic or author, simultaneously press CTRL and F keys; then type in a keyword or author’s name. To retrieve an abstract, click on the title in the table of contents.
Author / Title (click on the title to access it)
Allen, Jane / Academic Advising’s Contribution To Students’ Academic Success
Alvis, David G. / Incentives, Expectations, And Rationale Behind Obtaining A General Education Diploma In Upper East Tennessee
Breeding, Crystal / Employee Educational Reimbursement Programs In Southwest Virginia
Brown, Christine / Educating Employees On Lean Processes Within A Manufacturing Facility
Brown, Ken / The Impact of Training on Furnace Downtime At An East Tennessee Company
Carter, Joan M. / Comparison Of Experiential Learning Evaluation Processes Among Colleges Within The Southern Association Of Colleges And Schools Region
Coplea, Brett Glen / Use And Effectiveness Of Build-To-Demand Strategies
Cox, Elizabeth / Training Methods Of Independent Support Coordination Agencies Within East Tennessee
Estes, Eugenia M. /

Classroom Technology Use AndTraining Preferences Among Faculty Of Private Liberal Arts Colleges In Appalachia

Gibbons, Vivian /

Teachers’ Perceptions Of The Quality Of Their Teacher Education Program

Gillespie, Chance / Ways To Encourage Black Males In Higher Education Institutions In Tennessee To Persist Until Graduation
Griffin, Shonda /

Formal Training Received By Substitute Teachers

Heaton, Karen A. / Family Perceptions of Controlled Access in a Critical Care Unit: The Emerging Role of the Advocate
Hopson, Carolyn R. / Physicians’ Use Of The Internet
Hux, Christine / Workplace Inequalities Between Men And Women In Greeneville, Tennessee
Jeffers, Larry W. /

The Effectiveness Of Performance Management In A Manufacturing Company

Jones, Jessie S. / Employees' Perceptions Of The Safety Program In A Northeast Tennessee Company
Kirk, Jenifer Nanette / College Choice Behavior Of Nontraditional Aged College Students
Lamb, Amy Huff / Customer Acceptance Of Banking Technologies
Likens, Allen / Perceptions Of IPOD Technology In Corporate Training
Liston, Melissa / Student Retention: Why Students Withdraw After Their First Year Of College
Lucas, Cynthia / Tennessee Historic Site Visitors
Mann, Tamara D. / Computer Skills Of Nurses
Manning, Candace B. / Teachers’ Job-Related Stress And Coping Strategies
Mathis, June G. /

Perceptions Of Patient Knowledge Of Managed Care As Observed In Physicians’ Offices In Upper East Tennessee

McClellan, Jennifer / Family Seating Areas At An East Tennessee Racetrack
Newland, Emily / Effective Training Techniques for Groups at a Dual Diagnosis Inpatient Treatment Center
Oaks, Melanie / Teachers’ Perceptions Of Current In-Service Training And Their Preferred Method For Training
Phillips, Perry / Mentoring Programs’ Relationship To Retention Of Registered Nurses
Porter, Aaron / Examining The Formal Training Programs Of Greene County, Tennessee Companies
Ripley, Melissa A. / Assisting Guidance Counselors In Educating High School Students In The College Selection And Admission Process
Roby, Dee / Identification And Availability Of Motivational Determinants For Full Time Graduate And Undergraduate Faculty Of A Small East Tennessee Civic Arts College
Shehan, Stephen W. / The Use Of Various Instructional Strategies In Teaching Adult Learners
Sprague, Paula / Classroom Management Skills
Steele, Jamie Keys / Resistance To Change In A Northeast Tennessee Social Service Agency
Thomas, Jana Gayle / Reasons Nontraditional Students Attend Vocational Schools
Taylor, Joyce Sue / Washington County Tennessee Residents’ Opinions On Tax Reform In The State Of Tennessee
Tunnell, Heather / Public Speaking Anxiety Levels Among Undergraduates At A Private Civic Arts College In East Tennessee
Whittenburg, Diane Lovenna / Employees’ Opinions of the Effectiveness of On-The-Job Training in Comparison to Classroom Training in a Residential Treatment Setting
Wilhoit, Victor / Community College Students’ Attitudes Toward Their Institution’s Orientation Program

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ACADEMIC ADVISING’S CONTRIBUTION TO STUDENTS’

ACADEMIC SUCCESS

Jane Allen

MAAE-014

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

This study investigated whether academic advising contributed to students’ academic success. The study involved undergraduate students who graduated in December 2003 from an adult program at a civic arts college.

A survey instrument was developed to measure students’ opinions about the academic process. A 5 point Likert scale was used to determine how graduates felt about the academic advising they received during their academic career. A pilot test was mailed to 60 students chosen at random and then distributed to remaining graduates the day of graduation. The 143 surveys received were used for data analysis.

Major findings were that half of the graduates received good advice from their advisor. Over half of the graduates felt that their advisor was always eager to help them. Less than half agreed that their advisor returned their telephone calls in a timely manner. Most graduates felt that discussing their requirements with their advisor enabled them to meet their goal for graduation. Most graduates stated that they met with their advisor 1-5 times during their academic career. No significant relationship was found between gender and perception of the advising process. No relationship was found between gender and number of advising visits.

The findings indicate that the majority of graduates were satisfied with the academic advising they received during their academic career. A future study should be considered since the academic plan had just recently been implemented and the longer term impact needs to be investigated. The possibility of offering more face-to-face advising should be explored as well as investigating the gender issue in the advising process.

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INCENTIVES, EXPECTATIONS, AND RATIONALE BEHIND OBTAINING

A GENERAL EDUCATION DIPLOMA IN

UPPER EAST TENNESSEE

David G. Alvis

MAAE-014

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

This study examined the attitudes and opinions of GED recipients in Upper East Tennessee, regarding incentives, expectations, rationale behind obtaining, and post GED satisfaction.

A survey was developed for GED recipients, and was completed via mail or telephone interview between November 30, 2003 and April 1, 2004. The survey participants were 57 GED recipients in Upper East Tennessee.

Survey scores were then compiled by percentages and the data tabulated. Based on answers to survey questions, most people obtain a GED in Upper East Tennessee for financial gain and personal satisfaction. Also revealed, of those GED recipients who were working while obtaining a GED, most were not offered a job promotion. Over half of the GED recipients received a new job after obtaining a GED. The majority of these received a starting salary of $7.01 per hour and above. Seventy five percent of the respondents said they had not attended college since obtaining a GED, but 63% plan on attending college in the future, the majority being males. When asked if obtaining a GED had created benefits and opportunities in their life, 75% said yes, the majority being males. Males had significantly more full-time jobs than females after obtaining a GED. They were also more likely to say the GED had benefited them.

Based on these surveys, most people are obtaining a GED in Upper East Tennessee for economic benefits. Most GED recipients receive a new job after obtaining a GED, and plan on attending college. Post GED economic outcomes and satisfaction are better for males in Upper East Tennessee. GED recipients in Upper East Tennessee are satisfied with post GED results.

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EMPLOYEE EDUCATIONAL REIMBURSEMENT

PROGRAMS IN SOUTHWEST VIRGINIA

Crystal Breeding

MAAE-020

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

This study examined the use of employee educational reimbursement programs in Southwest Virginia. Employers were asked if educational reimbursement programs were available and if so, what degree of reimbursement were they offered. Other areas addressed were, the type of employer offering the benefit and if there were a connection between educational reimbursements and employee retention.

A survey instrument was developed to measure the variables. Through using a pilot test, the validity and reliability of the survey were checked. The survey was then mailed to a random sample of 100 employers in the Buchanan, Dickenson, Lee, Smyth, Washington, Wise, and Wythe counties of Virginia. A response of 65 participants was used for the data analysis.

The respondents indicated 24.6% were from the service industry, 10.8% from the manufacturing and other industry, 7.7% from the retail industry and 3.1% were government agencies. The largest response was received from LeeCounty at 18.5%. In regards to offering the educational reimbursement, 27% of the companies surveyed offered reimbursements. The research indicated 80% of respondents indicated they did not know if there was an effect on employee retention in relation to educational reimbursements. Of the respondents that offered the reimbursement, 100% indicated the education would need to be job related and 29% indicated it would need to be both work related and based on grades received.

In conclusion, the study indicated that although many employers in Southwest Virginia offer educational reimbursement, they do not know if offering educational reimbursements has an effect on employee retention. Larger organizations are generally more likely to offer the benefit; however, economically in some counties surveyed, the communities are full of small businesses rather than large organizations. Further research should be conducted by companies to determine if education benefits affect employee retention.

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EDUCATING EMPLOYEES ON LEAN PROCESSES

WITHIN A MANUFACTURING FACILITY

Christine Brown

MAAE014

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

Lean manufacturing is a concept being widely implemented by many manufacturing facilities and training is a key element of this concept. This research reviewed the current use of lean processes and the extent to which employees were trained regarding them.

A survey was developed for the descriptive study undertaken in an East Tennessee manufacturing facility. This was a census survey of all employees (N=140). A pilot test of 30 was done to check the reliability and validity of the survey (n=30). The data gathered were on the elements of lean manufacturing currently in use in the facility and the methods of training the employees felt would be most beneficial.

The major findings were that the majority of employees were aware of company goals and participated in the improvement of the process operations. There was a stable workforce. The working areas were clean and in good order. Teamwork and departmental cooperation were not always evident. The training method preferred by the employees was on-the-job, but training was not always considered to be adequate. A significant relationship was found between knowledge of departmental goals and receiving recognition for improvement suggestions. Those who knew the goal better were more likely to have received recognition for an improvement suggestion.

The conclusions of the study are that employees are more motivated and productive if they feel they have a part to play in the overall operation of the company and the management value their input. Recommendations were to consider the skills employees have that could be further utilized, better cooperation among departments to be encouraged, and training to be increased.

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The Impact of Training on Furnace Downtime

At An East Tennessee Company

Ken Brown

MAAE-20

Research Professor: Dr. Melanie Narkawicz

Abstract

This study examined impact of training on furnace down time at an East Tennessee Company. The metallurgical technicians participated in a training session on tracking of furnace down time. The training session was designed for the characteristics of the adult learner as well as incorporating the context of the factory floor and the time to practice loading and unloading procedures. Eight metallurgical technicians were involved in the study which tracked down time two months before the training and two months after the training. The goal of the study was to determine if the training had an impact on down time.

A questionnaire instrument was developed by the researcher to determine whether the metallurgical technicians were getting proper training. The metallurgical technicians answered eight Likert scale questions which included employee training and job experience.

Major findings were that employee training had virtually no impact on tracking of furnace down time since there was no significant difference in mean downtime before and after training. Findings from the questionnaire determined that 50% of the metallurgical technicians agreed that their employer provided adequate training to perform their current job. However in addition, 50% of the metallurgical technicians agreed that the primary cause of scrap was a deficiency in training.

The implications of the study are clear that employee training had no effect on tracking of furnace down time. This could be attributed to the technicians having anywhere from6 to 21 years of experience. Forty percent of the technicians had more than 20 years of experience. Thus these individuals may have been fully trained before the study.

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COMPARISON OF EXPERIENTIAL LEARNING EVALUATION

PROCESSES AMONG COLLEGES WITHIN THE

SOUTHERN ASSOCIATION OF COLLEGES

AND SCHOOLS REGION

Joan M. Carter

MAAE 014

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

This study compared the experiential learning evaluation processes among colleges within the Southern Association of Colleges and Schools (SACS) region and a small liberal arts college in East Tennessee. Assessment processes such as CLEP and Dantes exams, ACE credits, military training, prior learning portfolio, and professional training certificates were examined.

Data for the study were collected via a 13 question survey which gathered responses to various assessment and institution related questions as well as demographic information. A total of 203 surveys were mailed out with 102 returned for a response rate of 50%.

Analysis of the data was completed using percentages, frequency tables, crosstabulations with chi-square tests, and t-tests. Responses to the questions indicated that more private institutions use prior learning assessment than public institutions and that the percentage of adult learners in these colleges was smaller than reported in earlier studies. A significant difference was found between public and private institutions on whether a fee per credit hour awarded based on experiential learning was charged. Forty-two percent of private colleges charged a fee, while only 6% of public colleges did.

Conclusions and recommendations were based on the findings of the research. The small liberal arts college was found to be comparable in most areas of prior learning assessment. Recommendations include expanding the scope of the study to include other geographic accreditation areas in order to do comparisons between the regions.

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USE AND EFFECTIVENESS OF BUILD-TO-DEMAND STRATEGIES

Brett Glen Coplea

MAOM 060

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

The purpose of this study was to examine the extent to which suppliers of a Fortune 100 company utilized Build-to-Demand (BTD) strategies. The study focused on rating BTD techniques across several business aspects while taking into consideration the size, customer base, geographic location, and annual sales of the companies, as well as, whether the companies were union based or publicly traded.

This was a descriptive research project. The data were gathered from a survey designed by the researcher and mailed to 103 companies selected at random from a pool of 352 suppliers located throughout the United Sates. The reliability and validity of the survey were checked with a pilot test sent to 30 companies. Seven of the pilot test surveys were completed and returned. Twenty-six were retuned from the main survey. Results from the two surveys were similar therefore 33 completed surveys were used for the data analysis of this study.

The major findings indicated the perceived effects of BTD on key business aspects. BTD techniques were utilized more often by larger companies, who rated the effectiveness of the strategies higher than smaller companies surveyed. The study indicated that the main focus of smaller companies was on inventory management, which is important, but very limiting to the potential of the other BTD techniques offered.

The results of this study indicated that most suppliers of the Fortune 100 company had implemented one or more of the BTD techniques. A training program should be offered to suppliers that would allow the introduction of the BTD techniques and provide support to smaller suppliers. This would improve the ability of this company’s supply base to meet changing customer needs and ultimately make it a stronger more flexible company.

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TRAINING METHODS OF INDEPENDENT SUPPORT COORDINATION AGENCIES WITHIN EAST TENNESSEE

Elizabeth Cox

MAAE021

Research Professor: Dr. Melanie Narkawicz

ABSTRACT

This study examined the training methods for Independent Support Coordination agencies within East Tennessee. Three agencies within the East Tennessee region were surveyed about their perspectives of training provided to them. Training types which are used consist of lecture style training and a mentoring process in which one-on-one experiences are used. The survey inquired about the usefulness of each of these methods as well as obtained data about years of experience, education level, and amount of time for which training occurred.

A survey instrument was developed by the researcher to measure the variables. It was tested for validity and reliability by using a pilot test. The survey was then administered to 63 participants with a return rate of 65%. These surveys were used for data analysis.

Findings in this study indicate that over half of the sample (58.5%) said that lecture style training was beneficial. Another major finding was that 80% of those surveyed said that learning from mentoring was beneficial. No relationship was found between length of training and how beneficial it was.