Theses and Dissertations
Date of Award
2017
Document Type
Dissertation - NSU Access Only
Degree Name
Doctor of Education (EdD)
Department
Abraham S. Fischler College of Education and School of Criminal Justice
Advisor
James D. Ferguson
Committee Member
Sandra Anthony
Committee Member
Kimberly Durham
Keywords
assessments, health care, high-potentials, leadership development, talent and succession management
Abstract
Leadership development is a concern for various business sectors including the health care industry. Evidence-based medical practices are expected for patients, payers, and the population in general. Likewise, evidence-based leadership development processes should be expected for high-potential health care leaders responsible for medical, research, education, and administrative operations. The talent management administrative function plays a vital role in ensuring organizations develop and retain high-potential talent representative of a diverse society to lead in an increasingly complex global environment.
The purpose of this nonexperimental quantitative study was to validate a process for leadership development of women and ethnic minorities at a large health care organization. The study participants were 21 leadership development program participants who completed all assessments during the program period: the High- Potential Designation Assessment, Hogan Assessment Systems Leadership Forecast Series, and the organization’s Leader 360° Assessment.
The correlational analysis revealed a linear relationship between each of 4 pairs of variables. The Spearman rho test demonstrated statistical significance between the Leader 360° Assessment Overall Effectiveness score and (a) the High-Potential Designation Assessment rating and (b) the Hogan Potential Inventory mean score. There was no statistical significance between the Leader 360° Assessment Overall Effectiveness score and the Motives, Values, Preferences Inventory mean score or Hogan Development Survey mean score.
The relationships and statistical significance between some variables served to validate this leadership development process and to support the socioanalytic theory. These findings will help the target organization and other organizations enrich the leadership development process and the leadership diversity pipeline. The researcher recommends a future longitudinal study along with a study to explore each capability measured on the Leader 360° Assessment and each scale of the Hogan Leadership Assessment Systems Leadership Forecast Series.
NSUWorks Citation
Priscilla Gill. 2017. Validation of a Process for the Leadership Development of Women and Ethnic Minorities in a Health Care Organization. Doctoral dissertation. Nova Southeastern University. Retrieved from NSUWorks, Abraham S. Fischler College of Education and School of Criminal Justice. (814)
https://nsuworks.nova.edu/fse_etd/814.